Every organization wants their new hires or transferred employees to “hit the ground running”. This is especially true for millennials who have significantly different expectations and new managers. The faster they get up to speed, the faster they start delivering results. An effective onboarding system will position a new employee or manager for success. It shortens the learning curve and ensures they are a contributing member of the team. Effective onboarding systems focus on these basic tenets:
- Fast start into their new role
- Basic company information and training
- Understanding their role in achieving the company’s Vision, Mission, Values
- Working inside the company’s structure, culture
- Expected results and how they will be measured and be accountable
- New Hire Manuals
- Human Resource Processes: Compensation, I-9’s, Policies
- Company policies and procedures such as spending limits, travel, etc.
- What is expected of managers and leaders
Many organizations don’t clearly define roles and responsibility for different levels in the organization. This is critically important because every organizational (even in the same company) has different structures for authority, breadth of responsibility, support resources, etc. It is critical that new hires and new managers understand their role and what they have the authority to do. This is where discussions about authority, managing up/down/sideways, dispute resolution and other topics need to be addressed. Another shortcoming in organizations is the assumption that once a person has been initiated into the company, they know everything they need to know. Initiation is an introduction to a company. After a period of time, all employees need to have the opportunity to revisit their introduction, ask questions, etc. An effective onboarding system will have a system checklist that covers the various levels of communications at various intervals of time.
- Day One
- Month One
- Year One
A well documented onboarding system will provide managers and employees with:
- A clear understanding of what is expected of new employees
- The appropriate documents and processes to successfully integrate a new employee into the company
- A communication plan to the employees and their managers
- Tools to track milestone/progress and outcomes
About the Author: Bruce W. Dougan, SPHR heads up Group50’s Organization Design Practice. He combines global corporation expertise (Procter & Gamble) with the agility required in smaller fast paced organizations with having led a consulting practice for the past seven years. He brings leadership expertise in Manufacturing/Operations, Supply Chain Management, Sales, Customer Service and Human Resources. He adds a significant amount of people knowledge to our Strategic Planning programs and is considered an expert in Organization Design and Development, Talent Management processes, Human Resources Assessments/Audits, Mergers and Integrations, Change Readiness and Cultural Development. Group50®’s focus is working with our clients to develop a culture of effective strategic execution. Group50 takes a holistic approach to effective strategic execution utilizing proprietary methodologies and tools that are sustainable and scalable. We approach all projects with a focus on alignment, integration and optimization in support of the company’s strategic objectives.
- 8 Key Components of a Successful Strategic Planning and Strategic Execution Process
- Why Should You Care About Blockchain and IoT?
- Manage Your Business Like You Are Going to Sell It
- The Internet of Things – IoT : Making sense of Its Components
- Digital Supply Chain Technology …… Are you leveraging it to the fullest?
- Case Study in Sales, Inventory, Operations Planning (SIOP) Process Improvement
- Digital Technology as a Strategic Asset
- 12 Purchasing Best Practices
- Group50® Recaps 2018, Announces Addition of Lara Abrams to the Group50 Team
- The Need for Technology Succession Planning