Do you like it when your employees choose to stay instead of leave your company?
Want to make sure you don’t blow your budget on hiring yet another employee after one leaves?
Then you need an effective employee onboarding process.
Because according to the US Bureau of Labor Statistics:
Three and a half million employees have left their jobs voluntarily every month since January 2019.
Filling that open position could cut deep into your budget.
Investopedia estimates that the full cost of an employee ranges from 1.5x to 3x the salary you pay them. This includes costs such as benefits, taxes, equipment, training, rent, and any other costs associated with your specific industry and business.
Employee onboarding allows you to keep customers around and save quite a bit of money as a result.
Those aren’t the only benefits though.
We’ll dig into many more later on this post.
We’ll also show you the difference between employee onboarding and employee orientation (many managers mix them up).
And end with a few helpful onboarding checklists you can use going forward.
But first, let’s define employee onboarding in case this is new to you.
The onboarding definition from Wikipedia states:
“The mechanism through which new employees acquire the necessary knowledge, skills, and behaviors in order to become effective organizational members and insiders.”
That’s not a bad description of the employee onboarding process.
Training new employees in the knowledge and skills they need to perform their job is what most people think of first when it comes to onboarding.
“Behaviors” has to do with codes of conduct, the things employees can and cannot do in the workplace.
Helping employees become “members and insiders” can easily be overlooked. This is about your company culture and bringing someone new into that culture, welcoming them in. We’ll discuss this as a strategy later, just know, it’s a crucial part of the onboarding process.
At the end of the onboarding process (which can take from a day to a week to multiple months), your new employee should know everything they need to, feel a part of the company, and be an autonomous member of your team capable of performing their job without assistance.
We gave you a couple of reasons in the intro to this post about why employee onboarding is so important.
Below are even more reasons onboarding matters so much.
If you just handed a new hire your employee manual and expected them to read it and know all the ins and outs of your company, their job requirements, and the culture they’re now a part of…
You’d never have competent employees.
The more training upfront, the faster new employees will learn and be able to work without supervision.
They’ll also feel much more comfortable in their new job – preventing churn.
Especially when that upfront training incorporates high-quality materials like videos that easily communicate tacit knowledge and a good bit of hands-on guidance.
Throughout the onboarding process, managers and supervisors can and should request feedback from employees.
This tells you how effective and efficient your onboarding program is and what requires improvement.
It also helps keep employees engaged.
They need to know that you empathize with them and genuinely care about their opinions. And if they have concerns or issues, it’s best they’re allowed to voice them as soon as possible to avoid further problems down the road.
An employee’s peers play a huge role in their decision to stay at a company.
By integrating a new employee with their peers right away, you “socialize” and induct them into a culture and a social circle they can call their own.
This is a major psychological and emotional part of hiring employees.
Being the “new guy” or gal can be frightening for some people and uncomfortable for most of us.
And if you have a toxic work culture or don’t appropriately assimilate new employees with everyone else on your team, you can quickly isolate a new hire.
As a result, they may end up regretting their decision and quitting or fail to ask their peers or managers important job-related questions, causing errors or worse problems.
But if you integrate new employees into your company culture with open arms, make them feel at home, provide warm introductions from their fellow employees, and a solid set of tools and processes for knowledge sharing…
they’re more likely to work better, learn faster, and stay at your company for a long time to come.
In many managers’ minds, there’s a battle between these 2 concepts:
Employee onboarding vs orientation.
They’re quite different but so many people confuse them with one another. We’re going to clear up this confusion below.
Let’s start by defining orientation.
Orientation is generally a one-day event where new hires are formally introduced to your organization’s culture, mission, and values.
It usually happens on day one of employment.
You’re almost always grouped with many other new hires in a conference-style event using presentations and Q&A sessions.
In some cases, managers and executives greet the group, introduce themselves, and describe their role in the company.
Here’s a brief list of some of the other things new employees can expect at orientation:
OK, now that you know what employee onboarding and orientation are, let’s discuss their differences.
Orientation is about a new employee’s role in your company. It happens once in a group. And it prepares you for your training. It’s essentially the first step in the onboarding process.
Onboarding is about a new employee’s role in a specific department within your company. It involves many steps and a sequence of events over a period of time. It’s highly individualized, whereas orientation is general. And it prepares employees to do their jobs.
Orientation helps employees understand the big picture of their new jobs.
Onboarding helps employees become productive members of the organization.
When combined, they establish the expectations, vision, and training needed to boost team collaboration so new employees can fully integrate themselves.
We’ve mentioned that onboarding can take one day or a few months.
That’s why we put together 3 different checklists for you below:
Let’s dive in.
If you follow our new employee onboarding checklists your new hires are going to learn a lot in a compressed amount of time.
It’s important they retain and understand almost everything you teach them.
Unfortunately, text-based content is rarely sufficient for people to comprehend new information. Oftentimes, you need to visually communicate with people for them to fully “get it.”
That’s what CloudApp is for.
It’s been ranked by G2 Crowd as one of the top sales enablement tools.
It lets you create step-by-step GIF’s, screen recordings, and annotated screenshots.
With CloudApp, you can show, not just tell.
Teach and train effectively by discovering why CloudApp is an essential employee onboarding tool today.