Onboarding Process Examples You Should Know About

Do you know how many times a day people quit their jobs? 

It happens quite a bit. However, the turnover rate in our country could be much lower if managers were better at onboarding new employees.

How do we get from where we are now to a place where fewer people feel like quitting their jobs? That’s what this article will explore. We’ll talk about what onboarding is all about and why you should care. 

We’ll also give some great onboarding process examples of companies doing it right, followed by advice on how to implement these practices! Read on to learn how to onboard new employees, the right way.

What Is Onboarding and Why Does It Matter?

What is company onboarding?

Everyone knows new employees are important, but not everyone knows how to make them feel welcome and excited about their job. Company onboarding includes a few different components.

First, when an employee is hired by a company, the company should provide information about their benefits. Information like what type of insurance they have and when they’re eligible for full benefits. This helps employees understand how their families will be cared for.

Second, the orientation process should also include providing the names and contact information of everyone the employee needs to know. For instance, provide details for team members who will work closely with new hires during their first few weeks on the job.

Why go the extra mile to make sure new hires have a company contact? This is so they can easily ask questions or request help if needed. This is also important because it provides new hires with an opportunity to get to know the people they’ll be working with. 

Connecting new hires is also good for morale and teamwork. It helps create a more cohesive, collaborative environment early on in the new hire’s tenure.

Third, managers should schedule check-in meetings throughout the first few weeks of employment. Make sure that employees are comfortable at their job, and moving along with training. In addition to this part of the onboarding process, it’s also important to introduce new hires to the company’s mission and vision.

If possible, have new employees meet either with the CEO or other higher-ups. This will help employees see how their role contributes to these larger goals.

Great Onboarding Process Examples

Who’s excelling at onboarding in the business world? First, on our list of stellar onboarding process examples, we have General Electric! Did you know that General Electric has been around since the late 1800s?

GE has always been a leader in their industry, and they’re not stopping now. To create a competitive advantage and attract the best talent for the future, they’ve invested in a program called Careers@GE. The program covers all aspects of the onboarding process.

For instance, their onboarding program includes pre-placement training, orientation programs for new hires, and career development workshops. They even provide online learning modules for completing GE’s personal growth experiences. These are just some of the ways that GE helps create an environment where employees feel supported and fulfilled by their work.

Next, on our list of stellar onboarding process examples, we have the Walt Disney Company. One of the best ways they help new employees to feel comfortable is by providing them with a thorough orientation program. That includes an overview of topics like safety and first aid procedures, as well as cultural awareness training.

Finally,  let’s take a look at Airbnb. When new hires come on board at Airbnb, they’re given an orientation that includes information about their benefits and medical offerings. 

Relocated employees even receive spending money to help them get settled in their new town! That’s impressive considering that the company is headquartered in San Francisco, which is one of the most expensive cities in the United States.

Effective Onboarding Process Checklist

Moving on, job training is another necessary step in providing helpful information on day one. This can be done through e-learning or by assigning workbooks, reading materials, and other resources that will help new employees get started in their roles.

When the company provides training before onboarding, it helps new hires hit the ground running right from day one.

There are many different ways managers can help their new employees get started on the right foot. They can use a video chat, an email with useful links to resources, or even create a website that contains all of this information for their new hires. This way they feel over-the-moon excited about being hired and won’t want to quit!

Next,  managers should schedule monthly or bi-monthly check-in meetings with new employees. This part of the onboarding process allows them to see how they’re doing at their job and get any additional help that they might need from day one. Remember, it’s your goal to give your employees a reason to stay.

Tips for Implementing New Processes

If your company doesn’t already have a stellar onboarding process in place, get ready for some hard work. Implementing a new process can be difficult at first, especially as you work out any trouble areas. Be patient with trainers, and higher-ups, as they grasp the new way of doing things.

Commitment Based Onboarding

Let’s be honest. Even if you’re good at your job, your employees might not be. Even if you want to make a change in how you do things, your employees may not at first.

You want them to stay and be productive, right? You want to create commitment from the ground up. The best way to do this is with a commitment-based onboarding process.

Managers should also keep in mind that it’s not just about the first 90 days; it’s about every day after that, too. That’s why regular check-in meetings are important. Employees need to know that you’re always there for them and they can come to you with any questions or problems they might have daily.

Onboarding Check-Ins

How should you be checking in with employees during the onboarding process?  If you ask, “Are you happy with the new job?”. The new hire is likely to auto-reply with “Absolutely, I love it!”, even if they’re struggling in some way.

Simply asking new hires, yes and no questions, won’t cut it. Instead, you’ll need to ask open-ended questions. It’s also a good idea to check in with new hires in a private setting. That way, if the new employee is having problems with their trainer, or coworkers, they’ll be more likely to feel comfortable speaking up.

Taking Advantage of Technology

As you can see, technology plays a major role in the onboarding process. Mobile apps, or WorkBright Software, can be used to coordinate tasks and simplify processes on the go. If managers find that their employees are hesitant to use mobile apps, they may want to offer training sessions or even provide a manual for reference.

Next on our list of onboarding process steps, let’s talk about chatbots. We believe managers should consider using an online chatbot to answer some of their employee’s most common questions. This will help you be more efficient and convey that your company is modernizing its processes for the better!

How would the online chatbot work, exactly? Employees could easily ask questions and receive immediate feedback. Managers can also set up alerts to let them know when there are conversations that need their attention.

When you think of new employees as your customers, it makes sense why technology is an important part of the onboarding process. You want to provide something they’re familiar with to make the process easy.

How to Onboard Remote Employees

Making a remote work culture flourish starts by hiring the right people for the job. After all, remote employees can present their company with a host of challenges. It’s easy for those working at home to feel like they’re living in a fishbowl.

It can be as if every little thing they do is observed and scrutinized by their coworkers. If this is the case, remote employees may need some added coaching to help them feel more at ease.

The first step in this process is to establish a routine that balances work and time for self-care activities. This builds a foundation for trust between the manager and remote employee, which will make it easier for the remote employee to relax.

For instance, have a clear-cut break and training schedule for new hires. This is especially important during their first 2 weeks on the job. Next, remember to check in with remote employees throughout the entire onboarding process.

Quickly Identifying Onboarding Process Mishaps

Are you experiencing an onboarding glitch? The most important thing to do when something goes wrong within a new hires’ onboarding process is to quickly identify the problem.

It can be difficult for remote employees to speak up about problems and ask for help. That’s why it’s so important that managers are always around to provide guidance.

It’s also a good idea to go ahead and set up a support system for remote employees before they start. If a manager is already aware of the problem, they can quickly fix it before the new hire’s morale takes a hit. After all, a smooth onboarding process is essential for maximizing productivity from day one!

Don’t Overpromise

Some managers may think they’re doing their new hires a favor by promising them big things when the onboarding process begins. However, it’s important to remember that no one wants to feel as if they can’t live up to expectations. This will create unnecessary stress and anxiety for both parties.

It’s great to be motivational and shoot for the stars. However, as the employer, you’ll need to stay true to realistic expectations as well.  New employees need to feel like they have a shot at achieving their goals.

Common Fears About Onboarding

Every successful business owner knows that fears are something you should face head-on. Let’s expose some of the biggest fears and concerns, surrounding onboarding new hires.

There are many things that companies worry about when it comes to onboarding their new employees. One of the biggest concerns is whether or not the company will be able to retain the new hire. Many companies feel that if they don’t make an impression on a new employee, then they will not be able to keep them.

The other concern is whether or not the company will be able to provide enough knowledge to the new employee for them to do their job well. The company wants them to have all of the information that they need so that they are successful in their position from day one.

Companies also worry about showing enough appreciation for the employees who promote internally. For instance, will they be able to get the same recognition as a brand new hire?

To confront these fears head-on, you have to constantly evaluate your onboarding process. Have a plan in place, using the tips from this article. However, don’t put your plan in place and let go of the wheel.

Instead, you’ll need to steer the onboarding ship, every step of the way. Watch closely to see what’s working, and what areas need improvement. Then act quickly, to get your team members what they need to thrive.

Create the Ultimate Employee Onboarding Process

Now you know how to model some of the best onboarding process examples around. Managers should be patient as new hires learn and grow in their position. They also want to create a welcoming, open-minded culture that is willing to have conversations and feedback about onboarding practices. 

Finally, managers need to be regularly check-in, throughout the onboarding process. Remember to ask new hires open-ended questions, rather than leading them on with simple, yes and no’s. 

Are you ready for more tips like these? Explore the rest of this site.