Do you understand what onboarding is in the context of people management? We know that an employee’s first days are a mixture of emotions and that there are expectations about the company and people, which can be confirmed or frustrated. Thus, the way in which these relationships are established will be decisive for the integration of the new professional into the team. Remember that old saying: first impression is what remains. Onboarding in company
Therefore, it is necessary to adopt strategies that help to make the new employee’s perception of this moment as positive as possible. This is precisely the purpose of the onboarding process, which is already used when a new customer arrives in many companies.
In this article, we will explain what the onboarding process is and the factors involved, the so-called 4 C’s. We will also discuss the importance of this tool for having a more efficient people management and how it affects organizational relationships. At the end, we’ll give you tips so you can implement the process across HR practices. Follow up!
What is onboarding?
The word onboarding comes from English, meaning “boarding” and refers to the series of procedures that we must follow when boarding a ship or plane. From the moment tickets are purchased until the start of the trip, there are a series of steps that airlines or shipping companies take to ensure that everything runs smoothly.
In the business scenario, onboarding is practiced in two situations: when a new customer arrives and when a new employee arrives. In both cases, efforts are made to facilitate the integration of those who “on board” with the company’s processes.
But for an onboarding to be considered successful, it needs to address the 4 factors we list below.
Compliance is related to the rules, internal regulations and policies that everyone must follow in the company. Here, the more bureaucratic factors also come into play, such as the delivery of documentation and signatures on contracts and agreements. Onboarding in company
This factor refers to clarifying the role to be fulfilled by the newcomer. In the case of people management , the aim is to ensure that professionals are aware of their day-to-day functions and activities, as well as their responsibilities and what the organization expects from them.
The culture is a factor on the relationship between people in the organizational environment. Therefore, it must be properly explained and shown, in a more practical way, so that the new team member understands the values that must be followed in the business.
Finally, the connection is the establishment of a strong and resistant bond between the new employee and the company. It represents the alignment between the expectations generated throughout the selection process and the deliveries made in onboarding.
What is the importance of onboarding for people management?
Even if you already know what customer-facing onboarding is, questions may arise as to how this process can deliver value to HR . Therefore, we have separated some of the most relevant benefits that the company gains from adopting this practice in its people management.
Faster and more efficient integration of new employees
A well-structured onboarding process for employees is capable of reducing the possible friction of the arrival of a new member on the team. As a result, their integration is accelerated, both with their colleagues and in relation to the company’s culture, without affecting the quality of the relationships established during this period.
When a person is welcomed in a place, they feel more comfortable and at ease, which increases their bond with the place. In the case of a newcomer, this translates into greater availability to face certain challenges , as they believe in and trust the organization. Thus, an engagement created in this sense is stronger and more lasting than in cases where there is no structured onboarding effort. Onboarding in company
The turnover is a major pain HR. Losing professionals with little hiring time is bad for several reasons, but it can be avoided through the onboarding process. In this sense, these first contacts are crucial for the perception that the individual creates about the organization . So, if it’s something structured and organized, it will be enough to make a good first impression.
A relationship that starts out well is likely to last longer . We know that retention goes far beyond the first impression, but this is a brand that carries a lot of weight. Furthermore, as new professionals are integrated, those who are already part of the team renew their perceptions in a positive and motivating way.
How to make a successful onboarding in people management?
After understanding what onboarding is in people management and what benefits it provides, the next step is to learn how to create a successful process for your company.
In this case, each organization must establish its own parameters and guidelines for receiving new employees, as there are many cultural details involved. However, some tips can help a lot in this challenge: Onboarding in company
- minimize bureaucracy by anticipating registrations in systems, requests for documents and availability of equipment and materials so that everything is resolved before the professional arrives;
- create a script for the first days presenting the company, areas and people with which the professional will have more contact;
- design role training to put you on what your responsibilities will be;
- integrate it into the company’s culture through educational materials and chats with other professionals with more time at the company.
Anyway, more important than knowing what onboarding is, you need to understand its nuances and applications. Here, we seek to present not only the concept, but also the impacts it causes and how its use can be beneficial both for HR and for the business as a whole. So, if this practice has not yet been carried out in your company, it might be a good time to rethink your people management. Onboarding in company