All aboard! - Help new starters assimilate into your team and reduce attrition

As published in the Darwin Life Magazine, September 2011

Orientation?  Induction?  Onboarding?   What does it all mean? Why should we bother?

In today’s working world,  it is  important to ensure that new starters are looked after during probation, post probation and beyond.

For the recruitment of a new employee to be fully successful, with the goal of retaining a productive valued team member – one can’t just employ the ‘right’ person with a ‘thank god you’re here’ attitude and immediately set them to work without at the very least some form of induction program.

No matter how thorough your recruitment process is, if the induction program and the probation period is not inclusive (one that brings people together, allowing for input from related stakeholders), you run the risk of having an unengaged employee on your hands sooner than you think, or an employee who leaves far sooner than anticipated.

We are all feeling the pressures of business s and the challenge of time, however the effort you place at the very beginning of bringing a new starter ‘on board’, will ultimately pay for itself and more.

Historically speaking  -  for a new starter, there would be the ‘orientation’ or fast tour of the work premises; perhaps some introductions, then the new employee is put to work as soon as possible. ‘Thrown in the deep end’ being the common term.  This occurred in pre-industrial times and in some cases it still exists today – but with what success?

Times change and the term ‘workplace assimilation’ came into being.  No longer could employees be treated as cogs in the wheels  of business.  New employees become ‘inducted’ into an organisation. Induction meaning:  the process of accepting someone into a position in a company or organisation.

An induction program explains the company’s vision, goals, values etc .  The new employee meets not only their immediate team and manager, but also the most significant people to whom this employee’s work will connect them to, from other departments through to the CEO. Hopefully, the new starter will gain some ‘one on one’ time with them. Policies and procedures are explained, an organisational orientation is included, all equipment necessary for the new employee are set up for them and ready for their first day [eg email address, name tag, desk etc].

A good induction program will be well considered and planned.  A schedule of activities spread out over a period of time, (not just the first day), will be used which will incorporate the aforementioned program items.  It will also incorporate wherever possible the new employee to have a handover with the incumbent.  

Onboarding or ‘organisational socialisation’ is a relatively new term, which reflects our continued transitioning in this technological age, as employers try to recruit and retain up to four generations of new employees.  Increasingly, these employees are from other cultures and represent a  diverse range of backgrounds.  Here in the Territory, with our small population and with a shallow and highly transient candidate pool, it is critical for Northern Territory businesses to pay attention to onboarding new employees to ensure a successful recruit and to enjoy the benefits of a mutually rewarding relationship which reduces attrition.

So what’s it all about?  Onboarding not only incorporates workplace orientation and induction programs it goes beyond  -  whereby it serves as a foundation upon which accountability, productivity and cooperative relationships can be built.

An onboarding program must be systematic, accessible and consensual. A comprehensive program --one that gives new employees, current employees and management a clear picture of the business and what is expected of everyone--.  For your orientation program to work, the new employee and managers/coaches must have clear accountability for their parts in this training process.

 A significant factor in bringing a new starter into your company fold, via onboarding, is that they are given the opportunity to provide their own voice in the process.  That a dialogue is commenced from as early as possible, that it is recognised that conversations need to be had and that feedback from both parties – employee and employer -need to be heard. 

This in turn aids your onboarding program to achieve three high level goals:

• to make new employees feel welcome and comfortable in their new work environs;

• to minimize the time before they are productive members of their new workgroup; and
• increase their engagement with your company and business, as parameters and expectations on both sides have been clearly communicated.

And who wouldn’t want to be bothered with all of that? 

Onboarding – are you on board?

Alison Hucks - Principal, Avant Pty Ltd