Onboarding in 2018 is not just about acclimatizing the new hire to the organization and making them familiar with company policies and rules. It is important to understand that a large portion of these new hires are millennials, and their needs and requirements need to be catered to before we can expect them to be productive and produce results.
Digital onboarding has come a long way in helping new hires to feel that their workplace is their home away from home. However, most digital onboarding programs are not structured and hence end up confusing the new hire more than they would be without any onboarding program.
Here is how an onboarding program should be structured:
- Identify: Identify the strengths and weaknesses of your new hire. Rather than having a standard onboarding program for everyone, it is always better to profile the new hire and create an onboarding program around their qualities.
- Define: Define the steps of onboarding, the length of each phase, fall-back mechanisms in case the progress of a phase is not up to the mark.
- Develop: Develop an environment for the onboarding program that has been defined. In the digital onboarding space, all steps should be clearly defined and developed, and ready for us. Carry out tests before a program is deployed.
- Execute: Execute the onboarding plan that has been created. Make sure that the new hires are engaged and that all programs are having a positive impact in making onboarding a more positive experience for new hires.
- Analyse: Analyse results of onboarding. Maintain score-boards and use analytics to dwell deeper into the results of onboarding programs in place. Hold continuous feedback sessions to know what is working and what isn’t.
Follow our next blog post to understand the features that you might be looking for in your digital onboarding space.