Wie stellen Sie die Konsistenz und Qualität des Onboardings über verschiedene Abteilungen und Standorte hinweg sicher?

To guarantee a successful onboarding process, it's crucial to have a senior leader who is dedicated to the program and can provide clear goals and organizational alignment. I highly recommend this approach. The senior leader should be someone who has a good understanding of the company culture and can communicate the importance of the onboarding process to other leaders and managers.

Establishing clear onboarding goals and metrics is crucial for fostering a cohesive and effective onboarding experience across diverse departments and locations. Organizations should consider leveraging data analytics to track new hire performance and satisfaction, allowing for real-time adjustments to the onboarding process. Additionally, aligning onboarding objectives with broader organizational values not only enhances consistency but also reinforces a unified culture. As remote and hybrid work models become more prevalent, utilizing technology to standardize content while allowing for role-specific customization will be key in ensuring that all new hires receive a relevant and engaging onboarding experience.

How a new hire is onboarded is their first true impression of you. And let's face it, perception is reality. So, if your culture boasts about caring for people and training and development, then put your money where your mouth is and create a centralized onboarding program. One that guides your new hires through their first 90 days with you with white gloves. They shouldn't have to ever guess how to sign in, be left to figure it out, or be waiting on IT to get back to them on their credentials. Start from -2weeks (signed offer letter) to 90 days in role. By reaching out before they've even started with a 'what to expect' email (and bonus points if they have a direct contact!) You've set the tone for how their experience is going to go.

One thing I found helpful is to start with why. Help new hires understand not just what the company does but why it exists. Ensuring that standardize onboarding materials cover essential information. Cross-departmental collaboration and a mentorship programs foster a sense of belonging and provides new hires with a go-to person. Lastly, establishing a feedback loop to refine and improve the process.

To ensure a smooth onboarding process, align your employees to company goals, values, and culture. By doing so, new employees will understand how these foundational elements can help them achieve success and productivity in their roles. Even with various job roles, this provides a framework in which employees will be working from. Additionally, training on company policies, procedures, and systems will help the new employee feel confident in their ability to navigate the organization.

By standardizing the onboarding content process and content, every new hire receives the same knowledge and understanding of the company's policies, procedures, and culture. This allows for all new hires to have the same and consistent knowledge transfer. Standardization allows for scalable processes without compromising the quality of the experience. And you can easily track what's working and what's not so you can identify areas of improvement quickly.

One of the most important steps in my opinion. Making sure all the organisation departament have the same process, look and feel, structure will help not only standardizing the entire process but also create a strong organization learning culture.

Antes de personalizar é importante mapear o que é importante para cada área ou cargo. Entenda os processos, converse com as pessoas, envolva os gestores nesta atividade. Ajude-os a pensar sobre o que é importante nessa integração, e crie os processos para uma boa comunicação com eles e com as novas pessoas que estão entrando. O foco é um só, mas "como" fazer isso vai variar para cada situação ou contexto.

One aspect I believe is lacking from many onboarding programs is providing a job description and more specific details. Don't leave it up to the new hire to remember the job post! Providing transparent communication regarding job responsibilities and expectations is crucial. This entails providing a well-defined job description, specifying performance metrics, and setting feasible goals. By doing so, employees will have a clear picture of what is expected of them and what they need to accomplish to excel in their role. This will help newcomers feel self-assured in their ability to fulfill their job responsibilities and contribute to the organization's success.

Standardization is indeed important. However, especially for companies above 200 employees, you will want to customize the onboarding along various categories. The categories that we see the most along which companies do so are: - Department (Think of introducing key members of that department, activities or responsibilities) - Location (Think of how to park your car on Day 1, or should I bring lunch?) - Type of contract (Fixed, Perm, Intern; usually these categories have different benefits, which should be reflected in onboarding) - Assets (Should an onboardee get a Laptop, Phone, Car, Clothes, Badge etc etc. You can then customize the tasks that need to be done). This way you customize the experience while keeping it manageable!

This is a huge part of onboarding, and one that is often overlooked in an attempt to hit on point 2 above, centralizing the experience. Yes, you want to centralize the overall experience that's for scale, think tech packages, welcome boxes, swag, IT certifications etc. Where you want to individualize the experience is with their vertical. Sales, service, operations, communications. You should have colleagues in depts assigned to guide your new associates through their first 3 weeks. Set up a specific curriculum that touches on the business, values, and culture but then also the specific vertical. Setting up onboarding in this way not only speeds up the learning curve but builds in mentors and partnerships.

Find ways to customize the learner experience while maintaining simplicity and scalability. In facilitated sessions, empower facilitators to modify the content or delivery based on who's in the room. Empower the new hire's managers to drill into the "micro" applications of what's covered in the "macro" onboarding content.

I've found that by automating the onboarding process and tracking task completion, companies can ensure that all new employees receive consistent information and training from day one. You can customize the onboarding process to each new hire's pace and learning style to make it a more personalized experience. Using analytics can help you improve areas of concern as quickly as possible.

Incorporating technology is a fantastic method to create an interactive onboarding process. Regardless of whether employees are in-office or virtual, having a clear system to track onboarding activities and achievements is beneficial. Plus, it technology can make even the most yawn-worthy trainings more engaging!

É bem difícil garantir que o processo seja executado, que os dados sejam tomados e as métricas sejam monitoradas sem o uso de ferramentas escaláveis para isso. Existem muitas plataformas que podem ajudar nesta etapa, mas é importante qual o desafio específico que você tem e pensar numa ferramenta que melhor resolva este desafio. O problema está em entregar materiais? Pense em algo que entregue a régua de conteúdo pelos canais corretos. O problema é armazenar e distribuir treinamentos? Pense num LMS que possa te ajudar. A tecnologia também entrega algo mais importante do que tudo isso: libera seu tempo para as atividades que não são escaláveis, como analisar os dados, melhorar os processos e se conectar verdadeiramente com as pessoas.

It is important to attain feedback from new hires, but keep in mind this is a time to establish TRUST. Feedback is not a metric to show how the employee is doing. (However, it may be a good tool to show how a manager is doing).

Capturing quantitative AND qualitative data from multiple stakeholders is beneficial in capturing a true picture of your onboarding efficacy. Automated surveys allow you to quickly identify performance on pre-established metrics (from new hires, hiring managers, and new hire buddies). Conducting round tables and/or 1-on-1 interviews will provide more context and perspective to each stakeholder group's experience and perspective.