In this article you will find out…®
- What onboarding means, i.e. a well-executed introduction
- How you measure your onboarding process
- Tips for how you succeed with your onboarding process
- Customer case - Our customer Semcon tells us how they measure their HR processes
Quicksearch has been conducting relationship surveys for over 20 years and are experts in statistics, survey methodology and analysis.
Help the new employee quickly enter the company and become a committed and loyal employee through a well-executed introduction.
When was the last time you reflected on the onboarding process at your company and whether it was a successful experience for the new employee?
In this article, we take a closer look at onboarding and the importance of creating a successful and engaging experience for both employers and new employees.
There is a lot you can do to make an onboarding process successful and below are three simple but useful tips. But first we need to clarify what onboarding means.
Onboarding – what is it?
Onboarding, i.e. a well-executed introduction, is a process that integrates new employees into the company and its culture. This process includes everything from presentation of the company, presentation of colleagues, training, introduction of the physical workplace, tour of premises as well as ensuring that the new employee gets access to computer, keys, code and the like, etc.
A good onboarding experience contributes to the new employee feeling welcome, satisfied and secure with their new workplace, i.e. are you willing to recommend the # company # as a workplace to a friend or acquaintance?
How to measure an onboarding process?
Your most loyal employees are your ambassadors who recommend their workplace to others. To perform ongoing measurements and start measuring early in the onboarding process benefits both you and the new employee. You not only show that you care, but also that you can catch up so that everything goes correctly.
Do not wait to measure and follow up until the end of the process, because then it may be too late, which could result in the new employee ending his employment instead. Follow up in two stages, for example 2 weeks after starting your employment and then another measurement 6 months later. Heed the feedback and act immediately.
A simple survey is quick and the most common questions can usually be:
- Based on the introduction you have received with us. How likely is it that you would recommend # company # as a workplace to a friend or acquaintance?
- Did you get a good introduction?
- What worked and what didn't?
- I feel that the image of the service that was presented corresponds to reality
- I think that the # company # lives up to my expectations of how a good employer/workplace should be.
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How do you succeed with an onboarding process?
Here are three tips on what a successful onboarding process can look like:
Start the onboarding process as early as possible
A valuable tip that many companies don't think about is to start the onboarding process as soon as you sign the contract.
New employees who familiarize themselves with the workplace and its corporate culture become more confident and comfortable already on the first day on the job, and settle into their roles faster and thus become more productive.
Ensure that the new employee receives useful information about the company so that he/she can familiarize himself/herself with the business and company culture. Be sure to digitize the information so that it is available to the employee whenever and wherever it is needed. Here you can also invite to your social media channels.
Every organization has different ways of working and also has its own expressions, abbreviations and internal jokes. Share this to make it easier for the new employee to feel like one of the team.
Ensure most things before the new employee starts
Ensuring that the new employee has a complete office space already on the first day with computer, telephone, basic office supplies and other necessary is another tip for a successful onboarding. Coming to a workplace and having everything in place will get the new employee excited to start working and be part of the team. You will certainly need to supplement with other things, but having the basics in place is important.
Inform all employees that a new colleague is starting and what tasks he/she will have. When the first day arrives, go around and introduce the new employee to the rest of the team and the other departments. As a new employee, you should not have to walk around alone and introduce yourself, which can be perceived as uncomfortable. That's the last thing you want a new employee to feel on their first day at work.
Measure your onboarding process right from the start
Measuring your onboarding process in good time is important to find out if you missed something. You can carry out a small measurement as early as two weeks after the new employee starts work and another measurement 6 months after.
Regardless of the ongoing HR process that is being measured, you start asking the recommendation questions in the survey, i.e. how likely is it that you would recommend the company as a place to work, how likely is it that you would recommend the recruitment process, etc. This question is asked first so that the employee is not colored by the other questions in the survey.
When you have answered the recommendation question, questions related to the introduction follow, for example; presentation of the company, introduction of my colleagues, etc.
The common denominator is that regardless of measurement in HR, annual or ongoing, you measure eNPS®, i.e. the willingness to recommend.
By performing ongoing measurements throughout the onboarding process, you receive ongoing feedback and can act directly on any deviations.
Quick search and onboarding
Quick search has been helping companies conduct customer and employee surveys for over 20 years. We understand the importance of feedback and how to best act on it.
With the help of our short and smart questionnaires, we help you as a customer to measure your HR processes so that you have an ongoing overview of your new employee's experiences, which gives you the opportunity to act immediately.
Our ongoing measurements are adapted to the customer's needs. The common denominator is that regardless of the survey, you measure eNPS , i.e. the willingness to recommend.
Download free of charge our white paper where Semcon explains how they measure their HR processes on an ongoing basis
At Semcon, they have gone from measuring ready-made outcomes to continuously asking current and relevant questions in business-critical areas to their employees. Now the process has been automated and is used today as a natural part of operations worldwide.
To find out more about Semcon's journey, we interviewed HR & Communications Manager Christian Grönwall. Read more about Semcon and their work
Summation
If you are successful with your onboarding process, you will not only get a new employee, but one who will enjoy the job already in the first week. Having things in place before the new employee starts work makes it much easier and the new employee can start and work immediately and feel like part of the team.
We at Quicksearch recommend companies to measure the onboarding process even before it starts in order to check with the new employee if he/she got off to a good start in the new job. Get in touch with us if you want to get a price proposal, talk further about how we can help you measure your onboarding or if you have any questions!
