What is on-boarding? It is the steps that a company takes to ensure successful hiring, acclimation, and transitioning into the job, culture, and company for newly hired employees. The entire recruitment and hiring effort takes a significant amount of time and expense, and consists of several important steps, and then putting some emphasis on the secondary hiring processes; the importance of proper on-boarding, can make a huge difference in the overall success of your employees in the long run. 

Why is good on-boarding important in the first place? In order to better understand how and why it is essential to have good steps for this important effort, you have to first put yourself in your employee’s shoes. You have to remember and embrace what it was like to come into a new company, join a new team, and then to feel a part of that team. Acceptance is what each and every one of us want and need when we start a new job and meet new people. We imagine and expect that we will be treated with respect, patience, and empathy, as we learn the ways, procedures and expectations of our new role. Without these important attributes of proper on-boarding present; respect, patience, and empathy, we are less likely to be successful and in turn thrive in our role. 

Here are a few of my key components of a sound on-boarding effort…

1. Effective hiring steps with good communication to candidates on next steps after a job offer.

2. Clear outline of and communication with your hire of the documents and requirements for employment.

3. An introduction to the Company culture, structure, operations, and philosophy.

4. A detailed, thorough new hire orientation process not just for paperwork but also for job expectations.

5. Clear and timely notification of new hire availability for starting employment after orientation.

6. Detailed and appropriate orientation to the workplace by the management team.

7. Partnering and/or coaching support at initial start in the position as well as ongoing input/feedback.

8. Ongoing and timely contact with the new employee within key intervals to ensure their progress.

9. Open door policy - for management to ensure that questions are answered and concerns addressed.

10. Support for the company culture and a respectful work environment which is emulated by leadership! 

The overall goals of sound on-boarding practices and efforts are to reduce turnover and the costs associated with that turnover. If you set your new employees up for success and work to create and maintain a process which will enable individual success at your organization, these steps will lead to essentially more satisfied employees and better team work. Both of these outcomes will also ultimately lead to higher employees satisfaction and in turn to increased and improved guest service efforts and results. Happy and well adjusted employees will provide better service to your customers! As we all know, those final outcomes lead to increased revenue and improved levels of customer satisfaction. Isn’t that what we all really want in the long run? So, taking the time at the start of the hiring process to on-board effectively can have a significant value and return for organizations in the end!

HR Question of the month: Please send your HR questions and concerns, or share your thoughts on your human resources challenges via email to the following address. Send input to vegaslinda89129@yahoo.com. Your comments, questions or concerns will help determine the direction for my next month’s column and earn you a copy of my book. Include your mailing address when sending your responses.