Onboarding is a critical process for both employers and employees. It sets the tone for the new relationship and can make or break a successful transition into the company.
As a Cezanne HR onboarding report shows, there are some major trends that will shape the onboarding process in the next few years. The survey polled over 1,000 employees across the UK and Ireland to find out their thoughts and experiences of onboarding.
Here’s a look at some of the key findings from the report and what they mean for the future of onboarding:
Most employees work in a hybrid environment, with a mix of office-based and remote working. This could be since the traditional workplace is still popular, with 40.9% of people surveyed working in a shared workspace full time.
Despite the rise of remote working, only 15% of employees work from home full time. Many companies still don’t offer the option to work from home, or some employees feel they need the social interaction that comes with working in an office.
Employees value the personal touch when it comes to onboarding. Meeting their manager and colleagues in person helps them feel more comfortable and part of the team. It also allows them to ask any questions they might have about the company or their role.
When asked about the best part of their onboarding experience, 42% of people said meeting their manager in person was the highlight. This was closely followed by a virtual meeting with 34.6% of employees, and the rest didn’t find any difference.
Effective onboarding should be for every employee joining a business, and it should start as soon as a candidate accepts a job offer – not when they ‘walk through the door’ on their first day. This means having all the paperwork and equipment ready for them and making sure they know where to go and who to ask for help.
The findings showed that nearly 21.5% didn’t know what to expect on their first day. This is worrying for remote workers, who make up a growing percentage of the workforce.
Many new employees don’t receive any communication from their new line manager before starting their role, which can lead to confusion and a lack of clarity about what is expected from them.
The survey found that 22% of employees didn’t receive any information about their new role before starting work. HR should encourage managers to contact their new joiners to confirm their roles and duties and what their first week at work will look like. This will help them to fully prepare for their first day and get off to the best possible start.
Inaccurate job descriptions can lead to high staff turnover. In fact, over 17% said their current role if it wasn’t what they were expecting, which can lead to disengagement and a lack of motivation.
Recruiting managers must ensure job descriptions are accurate and realistic. This will help to attract suitable candidates for the role and reduce the risk of them leaving if they’re not happy with what they find when they start work.
About 26% of new employees feel they’re not receiving enough training to help them settle into their roles. Organisations should ensure that all new employees receive adequate training as part of their onboarding process. This will help them feel more confident in their roles and better equipped to perform their duties.
Regular training and development opportunities will also help to keep employees engaged and motivated in their roles. Encouraging managers to provide performance feedback can also help ensure employees are aware of their development needs and know what they need to work on.
Organisations with inefficient or poorly designed onboarding processes risk losing new employees. Over 21% of respondents were concerned that they might leave their current roles because of the onboarding process.
The onboarding process is the first impression that a new employee has of their organisation, so it’s essential to get it right. Creating a positive and supportive environment from the start will help new employees feel valued and motivated in their roles.
Onboarding is a crucial part of the employee lifecycle, yet many organisations are not doing it effectively. The findings from this survey highlight some of the key areas that need to be addressed in order to improve the onboarding experience for new employees.
Organisations should ensure that they have a well-designed and implemented onboarding process in place to help new employees settle into their roles and feel supported in their development.