11 Feb 2019|Blog

Employee On-boarding

Employee On-boarding

Employee On-boarding

“1 in every 4 Australian employees leave their jobs in the first 12 months.”

Research conducted by PwC (PriceWaterhouseCoopers) revealed that Australia came 11th in the list of developed countries whose staff leave their employment within a year, at 23%.

The employee on-boarding process is a series of processes for a new employee that includes a number of different tasks and introductions to the company. Employee on-boarding begins from the day the job is advertised and will last some time into the first year of employment. It involves sourcing, selecting, orientating, integrating and retaining employees.

On-boarding helps new employees adjust to their jobs by establishing better relationships to increase satisfaction, clarifying expectations and objectives to improve performance, and providing support to help reduce unwanted turnover.

In order to form a great on-boarding plan, you must first understand what your new hires need from you. The guiding principles of your on-boarding plan should address four main areas, beginning with the most basic of needs and ending with the most nuanced of needs.

Portland State University’s Talya N. Bauer* refers to these needs as the Four C’s:

*Talya N.Bauer(PhD, PurdueUniversity) is an award-winning research and teacher who is a recognized leader in understanding the socialization and on-boarding of new employees.

  • Compliance – The most basic aspect of an employee’s job. Compliance includes essential company rules, policies, and legal procedures. Dress code, clock-in procedures, and government policies fall under this category.
  • Clarification – Even the most qualified and experienced new hires need a specific breakdown of their job requirements. The Clarification process lets employees know exactly what is expected of them. You should also include in this process a summary of your company’s structure, providing information on who is in charge of what and to whom your new hire will be reporting.
  • Culture – Give your new hires a sense of what your company culture is like. What are the official norms of the workplace? What are the unspoken norms? How is work ethic valued? What kind of leadership can your new hires expect from their supervisors?
  • Connection – Networking is key to getting ahead in life. Your new hires know this, and they need to be able to network with other employees for information and cooperation. But more than that, your new hires need to be able to connect with others, forming relationships and giving human meaning to showing up at work every day.

The employee on-boarding process is incredibly simple… once you get a system down. Once you get a process in place, you can really just turn the process on each time you hire someone, or even a class of people, and work through that process systematically. It helps alleviate pressure from management, as well as creates a great experience for the new employee(s).

Some of the key items to include as part of the on-boarding process are:

  • Implement basics prior to the first day on the job
  • Make the first day on the job special
  • Design and implement formal orientation programs
  • Create and use written on-boarding plans
  • Be participatory in nature
  • Consistently implement on-boarding
  • Monitor progress over time
  • Utilize technology to facilitate the process
  • Recognize on-boarding takes place over time- use milestones- 30 – 60 – 90 – 120 days on the job up to 1-year post-organizational entry
  • Engage key stakeholders in planning
  • Include key stakeholder meetings as part of the program
  • Be crystal clear with new employees in terms of objectives, timelines, roles and responsibilities.

Successful on-boarding is a continual, long-term process. Frequently checking in with your new hires at certain milestones is key. At Compliance Lab, we help a number of organisations to establish an on-boarding process and incorporate key documents such as an induction checklist into the process.

A workplace induction checklist is a document that ensures new workers receive accurate and consistent information on how to perform work tasks including safely. An induction should always be performed before workers or contractors perform any work tasks in your workplace.

It is important that both you and your employee have a record of any induction process performed, these records must be kept for the period of time they work for your company and for seven years post-employment.

Please contact Compliance Lab if you need help establishing your on-boarding process or if you would like a copy of our template Induction Checklist click here.