How to Build an Onboarding Program
It takes more than a simple “you’re hired!” to feel productive, comfortable, and secure in an unfamiliar workplace. New hires need training, motivation, and support before they can fully contribute to an organization. We’re not talking about a minute or two, but days, weeks, months—perhaps even longer.
What is an Onboarding Program?
Onboarding is the process in which employees acquire the necessary knowledge, skills and behaviors to become effective organizational members.
The onboarding process does not just prepare employees for their new position; it improves employee engagement and confidence at arguably the most crucial and sensitive point in their new career. This in turn, directly relates to time to productivity, risk mitigation and initial employee performance.
Onboarding is not only a talent initiative, it is a business initiative. A negative first impression, poor new employee training or lack of new hire planning can all lead to adverse impacts to productivity, retention, performance and engagement. As a result, organizations are thinking more proactively about the way to onboard talent by adopting new practices and investing in both traditional and innovative technology solutions to achieve results.
69% of employees are more likely to stay with a company for three years if they experienced great onboarding.
Organizations with a standard onboarding process experience 50% greater new-hire productivity.
What Should an Onboarding Program Include?
Best in class onboarding programs cover 5 distinct levels, the 5 C’s. Every one of the 5 Cs is essential to making an employee feel welcomed, comfortable, and valued, and productive at their new job.
The 5 C’s of an Onboarding Program
Compliance is the first step of onboarding, and it’s a critical step. How you address compliance sets the tone for how an employee understands their job and their employer’s priorities.
To clarify expectations and uncertainties around an employee’s job, you’ll need to ask questions. A lot of questions. From questions about safety to equipment to job performance.
The beliefs and values that contribute to the environment of a workplace. These are the steps you take early on to give employees a positive first impression and make them feel at home.
Connection can be a natural outcome of finding the right “fit” at an organization. But there are a number of concrete steps companies can take to forge connections with employees early on.
Don’t assume that your job is over after the new hire’s first day or week. In the face of actual work, even the most robust, onboarding process can become a distant memory for an overwhelmed employee
The Compligo Onboarding Program establishes a framework built upon best practices that delivers a consistent onboarding process for every new hire. This packaged solution provides payroll and government forms, policies, and training developed by experts, and live guidance from our team of HR Professionals. Compligo makes it easy.
Here are our most recent tools to help you stay up-to-date on onboarding program best practices.
Picked for You from the Resource Library
How can you tell if it’s time to add automation to your workforce programs? Take this quiz to find out. [More]
Best Practices for Onboarding: Here’s a comprehensive guide where you’ll find tips and guidelines for developing your new hire onboarding program and best practices for [More]
Learn the Five C’s of Effective Onboarding. A robust onboarding program directly impacts your bottom line. Companies who invest in improving their onboarding program see [More]
The Latest from the Blog
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 [ More... ]
There’s a secret to standing out in today’s employee-centric job [ More... ]
Some of my favorite parts of the webinars we run [ More... ]
The employment market today looks completely different than it did [ More... ]
There’s a reason one-third of new employees look for another [ More... ]
A workforce really is a force: it’s human energy in [ More... ]
Do you know who “owns” your organization’s onboarding process? In [ More... ]