{"id":7597,"date":"2020-11-20T07:14:00","date_gmt":"2020-11-20T12:14:00","guid":{"rendered":"https:\/\/flevy.com\/blog\/?p=7597"},"modified":"2020-12-18T20:49:11","modified_gmt":"2020-12-19T01:49:11","slug":"employee-onboarding-101-starting-on-the-right-foot","status":"publish","type":"post","link":"https:\/\/flevy.com\/blog\/employee-onboarding-101-starting-on-the-right-foot\/","title":{"rendered":"Employee Onboarding 101: Starting on the Right Foot"},"content":{"rendered":"

\"\"The single most pressing challenge for an organization in this knowledge economy is attracting and retaining talented people.\u00a0 This can be a make or break challenge for the organization and warrants careful consideration during Strategic Planning<\/a>.<\/p>\n

Starting on the right foot is absolutely essential to overcoming this challenge.\u00a0 Organizations, particularly HR, need to have an Organizational Culture<\/a> that boasts of an effective Employee Onboarding process.\u00a0 In order to accomplish this, present-day HR needs to be clear regarding the challenges of modern-day Onboarding and develop a strategy<\/a> to establish an onboarding process that yields a rewarding experience for the employees.<\/p>\n

At many organizations the Employee Onboarding<\/a> process follows a customary theme\u2014a run down on \u201chow things are done here\u201d\u2014with the traditional HR view that if the employee can be made to commit to the Organizational Culture<\/a> from the get-go, they are easier to retain.<\/p>\n

Such an Onboarding process does not help the new employee adjust to the company or the role, become an Engaged Employee<\/a>, and meet the expectations of the organization.\u00a0 Experts have identified various challenges with this conventional Onboarding approach. \u00a0Here is a list of 8 most frequent challenges:<\/p>\n

    \n
  1. Poor Socialization of Organizational Values<\/strong><\/li>\n
  2. Lack of Role Clarity<\/strong><\/li>\n
  3. Challenges with Expectations and Results<\/strong><\/li>\n
  4. Managing Change<\/strong><\/li>\n
  5. Issues with Time Management<\/strong><\/li>\n
  6. Issues with the Manager<\/strong><\/li>\n
  7. Navigating the Culture<\/strong><\/li>\n
  8. Handling Personal Transition and Relocation<\/strong><\/li>\n<\/ol>\n

    \"\"<\/a><\/p>\n

    By addressing these challenges appropriately, organizations can establish a rewarding Employee Onboarding experience that results in Employee Retention<\/a>, quality output in the short-term, and enhanced productivity in the longer run.<\/p>\n

    Let us delve a little deeper into the challenges.<\/p>\n

    1. Poor Socialization of Organizational Values<\/strong><\/p>\n

    It is presumed that Organizational Values are a thing to be imparted and accepted by the new employee.\u00a0 This is, indeed, essential knowledge, but it is not sacrosanct. \u00a0Studies suggest acceptance of organizational values in contravention of one\u2019s own identity may be counter-productive in that it may exhaust the employee psychologically, restrict full engagement, hinder creativity, and create work dissatisfaction.\u00a0 This can be overcome by allowing employee to express their unique perspective on the job from the beginning and welcoming them to incorporate what they do best in their work.<\/p>\n

    2. Lack of Role Clarity<\/strong><\/p>\n

    Lack of clear understanding of one\u2019s role is a widespread problem in organizations.\u00a0 After spending some time in the new organization, the employee realizes that the expectation of the role is conflicting with what the employee thought he\/she accepted.\u00a0 Encouraging the new employee to identify the gaps in the expectation \/ perception and discussing it with their managers enables the employees to have a clear perspective and understanding of their roles and responsibilities, enhances employee satisfaction levels, and improves their efficiency and productivity.<\/p>\n

    3. Challenges with Expectations and Results<\/strong><\/p>\n

    New employees are often unable to realize their workload.\u00a0 In order to meet the perceived expectation of managers or peers, they take on too much of work resulting in overload, which diminishes their performance. \u00a0Informal discussions of new employees with managers and peers regarding their expectations eases the pressure and enables them to take on what is manageable and deliver quality results.<\/p>\n

    Interested in learning more about various aspects of Employee Onboarding, guiding principles, challenges, and approaches?\u00a0 You\u00a0can download\u00a0an editable PowerPoint on Employee Onboarding<\/strong> here\u00a0<\/a>on the\u00a0Flevy documents marketplace<\/a>.<\/p>\n

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    \u2013 Omar Hern\u00e1n Montes Parra, CEO at Quantum SFE<\/p>\n<\/blockquote>\n","protected":false},"excerpt":{"rendered":"

    The single most pressing challenge for an organization in this knowledge economy is attracting and retaining talented people.\u00a0 This can be a make or break challenge for the organization and warrants careful consideration during Strategic Planning. Starting on the right foot is absolutely essential to overcoming this challenge.\u00a0 Organizations, particularly HR, need to have an… Employee Onboarding 101: Starting on the Right Foot<\/span><\/a><\/p>\n","protected":false},"author":110,"featured_media":7602,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[85],"tags":[2284,693,2285,2288,2290,2291,793,2286,2292,2289,2287,27,2249,350],"class_list":["post-7597","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-organization","tag-employee-on-boarding","tag-employee-retention","tag-engaged-employee","tag-expectation","tag-managing-change","tag-navigating-culture","tag-organizational-culture","tag-organizational-values","tag-personal-transition","tag-results","tag-role-clarity","tag-strategic-planning","tag-talent","tag-time-management"],"_links":{"self":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/7597","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/users\/110"}],"replies":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/comments?post=7597"}],"version-history":[{"count":10,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/7597\/revisions"}],"predecessor-version":[{"id":7789,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/7597\/revisions\/7789"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media\/7602"}],"wp:attachment":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media?parent=7597"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/categories?post=7597"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/tags?post=7597"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}