The “Worst Job Ever” Starts With the Onboarding Process (Or Lack Thereof)
Think about the worst job you ever had. When did you realize it was so bad?
If you’re like me, you may not have referred to the job as “the worst” until months after you left it, but you had your suspicions early on. For one, it’s rare for working conditions change so drastically that a position you’re happy in becomes a nightmare, or a miserable role suddenly improves. But moreover, the signs of a good or bad job are fairly obvious from the very beginning—on day one.
Friendly co-workers, clear-cut training and policies, plenty of snacks in the kitchen? All indications of a great job. Chaotic workstations, malfunctioning equipment, no instructions about what to do or who to get support from? You might be in for a bumpy ride.
In a recent article, the Society for Human Resource Management digs into a 2018 study that illustrates this truth. The study, which was conducted by the Human Capital Institute and Kronos Inc., found that most HR managers don’t believe their organizations are effectively onboarding new employees. HCI and Kronos’ research also demonstrates a clear link between the absence of an onboarding process and “lower productivity, higher employee turnover, and lower employee engagement.”
With this in mind, how can employers fix their onboarding procedures? The experts offer 3 suggestions: distinguish orientation from onboarding, consider onboarding new hires for longer amounts of time, and—our favorite—automate the process.
SHRM Talent Acquisition Editor Roy Maurer writes:
“The main reasons for neglecting onboarding include
- managers not having the time to undertake it (57%),
- the absence of tools to measure its effectiveness (55%), and
- the lack of digital onboarding technology to automate the process (39%).
‘Don’t forget that today’s workforce is made up of digital consumers who expect the same conveniences of on-demand, flexible, and simple processes and innovation at work that they experience in their personal lives,’ [Marc] Solow, [managing director of Deloitte Consulting LLP’s human capital practice] said. ‘Even before they step foot in the office, they can access a dashboard that provides information about deadlines, processes, and resources.’”
Digital onboarding technology with a comprehensive dashboard, huh? Sounds a lot like Compligo and the new features we’ve introduced through Compli’s recent partnership with Hireology.
Read “Employers Risk Driving New Hires Away with Poor Onboarding.”
Remember what I said about jobs rarely improving overnight? Our automated workforce platform actually makes that possible, too. See how you can keep your workers informed, productive, and happy throughout the employment lifecycle.
