Why did your employee onboarding process fail? 5 blunders you are committing!

Do you know: Around 25% of companies don’t provide an onboarding program to their employees.

Onboarding is a crucial part of employee-organization bonding, and if it doesn’t happen, employees tend to leave the company sooner.

Do you have an employee onboarding process? If yes, you might think Not all the time, and your mission succeeds, do you know why?

Not using a learning management system might be one of the evident problems.

Here are five blunders you’re committing in your onboarding process that makes your mission incomplete.

  • Onboarding ticked within a day

Onboarding is not an overnight oat. You can’t expect new hires to adapt to their workspace on day one.

It is a journey. Employee training must be a step-by-step process. It’s even applicable to employees whose job responsibilities and position change within the firm.

Even Though they’ve already been in the company, don’t repeat the same mistake.

Solution: Divide your onboarding process into several phases. There are four main phases in onboarding, and they are

  1. Orientation
  2. Role training
  3. Transition
  4. Ongoing Development

This facilitates effective integration with the job duties and workspace for your new hires.

  • Not using a Learning Management System

A software solution comes handy for onboarding when you’re not around the new hires.

As mentioned earlier, the Learning Management System helps you create training modules specifically based on the requirements instead of generalised training.

For example, you can offer a product-based training to hires who handle the sales. This way, they better understand what to do and what not to do clearly.

Solution: Use a Learning Management System that has engaging features like asynchronous learning and gamification to provide training to employees at their own pace.

  • Not informing the target and expectations

A training without mentioning the target and expectations is like dead wood- It’s of no use.

Needless to say, company policies and regulations are important but don’t lose the focus on their specific position simultaneously.

Without mentioning the expectations, new hires might feel burned out in the long run.

Solution: Funneling the long term goals to how the employee can contribute to the organization must be included in the onboarding process.

Setting crystal clear expectations can bridge the training and employees’ thinking towards achieving it.

  • Onboarding ≠ Overshadowing

Although new hires must focus on their position, they would be intrigued by other departments, organisational culture, and functioning.

Not to overshadow employees, you’ve to let them know the larger picture.

Fun should also be an element in your onboarding process or else employees’ would sooner lack interest.

Solution: Conduct interactive sessions to connect with other departments and teams so that the new hires feel accountable.

This would boost their competence level to show their skills in their new company.

  • Failing to measure and provide Feedback

Regardless to say, measurability is somewhere compromised, concentrating on the onboarding process.

Particularly, when individual activities are mapped to specific teams, keep an eye on the ROI and review it periodically.

For example, in a Learning Management System, you can track all your onboarding expenses and estimate the ROI.

On the flip side, don’t overlook the power of providing feedback. 

Solution: As much as you have expectations over the new hires, they too will be interested in knowing how they performed the tasks and how their output was.

Provide them impactful feedback, so they’ve room to improve.

The Final Takeaway

If you manage to overcome these five onboarding blunders, you’ll witness the results sooner. Implement the onboarding in your learning development strategy to bring out the best from your new hires.

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