Investing in Onboarding

August 26, 2019 by

According to a 2018 survey by Jobvite, nearly one-third of all new recruits quit their jobs within the 90 days. A bad onboarding process can be costly, leading to poor performance and high turnover, and at best confusion on the part of the new recruit.

Onboarding is critically important, but fundamentally broken — Some 76 percent of HR leaders say onboarding practices are underutilized in their organization. An Induction is NOT onboarding — Organisations place too much emphasis on paperwork, not enough on long-term success.

Does this sound familiar?

Hi Nic, welcome to your induction, we have a ton of information for you, and we’re going to give it all to you on your first day… everything… so get ready”!

I refer to this as Induction by FIRE HOSE. It’s typically where an individual is sat down for an hour and given all the legalistic IR paperwork then put straight to work! There’s no welcome, no clarification of expectations, no connection or excitement… It’s well intentioned, but misses the mark and leads to early onset disengagement and confusion. It generally leads to a ‘deer in the headlights’ feeling of overwhelmedness, sets a negative tone & symbolises to new employees that they’re an inconvenience. Retention is poor, purpose is not achieved, it puts them in a depressive mindset due to having too much information to process!

So what’s the difference between an Induction & Onboarding?

The purpose of an induction is largely for compliance and process. The induction is the technical part of the process of bringing someone new into your team. It ensures all technical components of the role are understood and that all compliance tasks are ticked off.

So, what’s Onboarding

First impressions with a new recruit are vitally important. You have one chance to make the best first impression, and the onboarding process is it.

The Onboarding process is about setting the behaviour and cultural scene.

It tells the new employee who you are and what underpins what you do.

Onboarding is not focused on What, but rather HOW and WHY.

The Onboarding process needs to expose the employee to the purpose and behaviours of the organisation. It will breathe life into the cultural behaviours explored during the recruitment process.

It will expose the employee to the strategy and direction of the organisation and help them get started by identifying top priorities for their role and whom they will work with in their contribution. Leaders must understand the value of bringing in new team members with clarity, enthusiasm, and a sense of their importance. It is an opportunity that disappears within a few days.

A Framework to follow:

At SRA, we have created a simple and super effective approach to onboarding that involves 4 key stages delivered over 3 months.

Stage 1 – Come Aboard

Ensures resources are used efficiently and new candidates are in control of their application

Stage 2 – Welcome Aboard

Provides everyone with the opportunity to meet, welcome and discuss mission critical factors

Stage 3 – Share & Connect

Gives inductees the opportunity to hear and be heard at a critical stage of their onboarding

Stage 4 – Reinforce & Celebrate

Creates an opportunity to proactively steer expectations and celebrate milestones

Following this onboarding system will invite your new team members to feel part of your business from the day they’re offered a position, ensuring a gradual absorption of information in an environment that welcomes open discussion.

The benefits are that you’ll have clear expectations, strong relationships and a much higher rate of natural engagement than induction by fire hose!

If you would like to consider using this approach within your organisation, including our fully integrated implementation strategy, checklists and training – we’d love to show you more!

Please contact us for more information.

Categories: Courage, Culture, happiness, Leadership, Nic Stephen, personal development, Recognition, Trust, Wellbeing

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