Eliminate Waste By Decreasing Onboarding Time

Bringing a new employee into your firm can be an exciting prospect. Chances are you saw something special in this person that made you think that they would be a good addition to your company. However, the time spent onboarding can make the difference between having a person who spends years contributing, or an employee who doesn’t make it through the year.

While it is important to make sure that your new addition is settled in before assigning them work, it is also in your best interest to onboard them in the smallest amount of time possible. There are many costs involved with bringing a new hire up to speed. This includes setting up work spaces, providing training and equipment, matching them with mentors, briefing them on their expectations and procedures, and closely monitoring their performance during the trial period. Streamlining this process with an efficient tool such as online workflow applications saves you time and money. According to the Human Resources Leadership Council, it can cost 150% of a departing employee’s salary to replace them.

 

What is involved in effective onboarding?

Effective onboarding doesn’t have to take large amounts of time. In fact, by doing the little things, you can create a more welcoming and productive atmosphere. The first step is to engage the new hire with interaction. Allow them to shadow team members and give them projects to work on when they have downtime. This will allow them to feel like they are valued and that they have something to contribute to the company. Work with the hiring manager to create a plan that show when the new hire will learn key systems, when they will meet key stakeholders in the company, and an action plan through the first few weeks of employment. In addition, make sure they have a workspace ready on arrival. This should be complete with important reference materials and somebody who will host them and show them the ropes on their first day.

 

Ways to decrease onboarding time

The real question here is how do you effectively limit the amount of time that is spent onboarding while also setting your new hire up for success? The Sales Benchmark Index has a few tactics that could be beneficial to your efforts.

 

1. Have personalized onboarding plans.

Every new addition is a dynamic piece of the puzzle with unique contributions. An onboarding plan that is tailored to their strengths and weaknesses will help them feel more at home.

 

2. New employees should hit the ground winning.

Quick wins allow them to build positive momentum that will carry them into harder projects with more confidence.  However, it’s important that new employees are not coddled but instead have plenty of hands-on training. This is the best way to decrease onboarding time while also allowing you to see how proficient they are in their new role.

 

3. Provide feedback at all times and acknowledge their shortcomings.

Feedback—whether positive or negative—is critical to onboarding, and generally, throughout the entire tenure of their employment. It’s important to acknowledge their work and provide resources that will help them be successful the next time they encounter the situation.

 

These are just some ways to help welcome and train a new employee during the transition process. Does your company have any special onboarding techniques? Let us know in the comments below!

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