For 36 percent of business organizations, there is no structured onboarding process in place. What does this mean for companies which fall into this quadrant and for ones who keep dabbling with this problem back and forth?
The answer is that poor onboarding has a clear business impact—an unproductive use of the time of the employee. Employees who have no clear picture of their role or not trained for their job are less productive and therefore not responsible.
This article will focus on how ineffective onboarding affects the companies and their systems. Companies have to consider the real cost of onboarding employees adequately and how this can be prevented.
From the employer's point of view, on-boarding includes adequate communication of the employee's roles and responsibilities and acceleration with the rest of the company. In addition to work-related tasks, this also includes training the employee in the organization's work culture.
On the employees' side, it is important to personalize onboarding based on the skills and expectations of the learner. Not everyone's one size. It is therefore essential to invest in learning management systems which can customize the training process and also translate the lessons into more efficiently absorbed tasks. Onboarding should also include evaluations that can help employees test their learning retention to ensure that they are ready for the role for which they were hired.
The most apparent effects of poor onboarding are the loss of force. This loss, however, is unfortunately not always apparent to management. An organization without a structured onboarding process has a uniformly less productive workforce.
The cost of this opportunity is not apparent unless the productivity of the employee level is benchmarked against competitors. What be the best way to approach the situation, is to bring in external consultants to evaluate your onboarding programs and measure the productivity of your employees. These experts have a perspective that is often invisible to people in the organization and are therefore a better judge of the effectiveness of embarking.
At an organizational level, poor onboarding and the subsequent increase in attrition mean that an employer is unable to create a culture of work. The way to develop a culture of work is by building one from the top. It is essential to encourage managers to promote better working routines among their employees and to establish better onboarding practices at the team level to create a company-wide change in loyalty and employer brand perception.