Improve productivity by streamlining onboarding

posted on September 7th 2016 byBryan Christensen in CHR News with 0 Comments

Starting a new job is stressful, and even the most eager new hires can become frustrated during onboarding. Providing a positive experience those first few days lays the foundation for a productive employee relationship – and can improve the bottom line.

Smooth onboarding processes offer substantial financial and operational benefits. Computer-based onboarding reduces errors and the amount of time HR and other staff members would otherwise spend directing new hires. Just as importantly, the sooner employees knows their way around a new position, the sooner they can get to work. Organizations that take advantage of computer-based resources can customize the process to their individual needs and improve the experience for both the employee and the organization. Here are some guidelines you should keep in mind when onboarding an employee into your system.

  1. Make a digital checklist. A to-do list seems like the most obvious of onboarding principles, but many small businesses lack any sort of organized procedure at all. Online lists can notify supervisors or HR as a new hire progresses.
  2. Remember the little things. Do you have a login and password ready before your new staff member walks in the door? Does your team use a standard email signature? Have printers, scanners and other hardware been linked to the new account? There’s nothing more embarrassing than being late to your first meeting because you couldn’t figure out how to operate the printer.
  3. When in doubt, write it out. Step–by-step instructions or manuals for setting up voicemail and phone systems, changing passwords and using other basic resources will help your new employee settle in.
  4. Minimize the paperwork. Much of the standard new hire paperwork, including I-9s, W-4s, direct deposit information and insurance forms can all be handled digitally. Digital forms can be stored in a centralized location and also limit opportunity for human error and skipped boxes that require unnecessary follow up.
  5. Go social. Add your new hire to organization or team Facebook groups, LinkedIn accounts, email lists and employee discussion portals. If you have rules regarding social media usage, make sure they are clear from the get-go.
  6. Be ready to teach. If employees will be using software – whether it be Microsoft Word or a customized CRM – make sure they have the training and preparation to use it effectively. Outline a procedure for online courses, training videos or in-person coaching sessions. Remember that even experienced pros need to be informed about your organization’s standards and best practices.
  7. Streamline the cultural training. Consider digitizing cultural and HR onboarding needs by offering online videos, exercises and quizzes on company culture, sexual harassment rules, technology usage agreements and other expectations.
  8. Shop it out. Specialized software and cloud-based solutions can centralize the onboarding process and sync with hiring and talent management platforms. Consult with your IT experts to determine which option will work best for you.

Above all, be patient. We were all new at some point. And of course, if CHR Creative can help in any way, please let us know.

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