For many years now, we’ve seen automation transform industries all over the globe, from assembly and customer service jobs to HR and accounting roles — technology has changed almost everyone’s lives, both personally and professionally. However, one process which has held on up until very recently is onboarding. Regardless of what industry you’re working in, on a new recruit’s first day, the norm has always been to greet them at the door, sign paperwork, and introduce them to the rest of the team. But, with the continued progression of technology and the emergence of the coronavirus in the spring of 2020, onboarding became yet another process forever changed by automation.
Zoom, online training, and e-learning have, in the majority of situations, replaced the old way of doing things. While this does have many business benefits, particularly from a time- and money-saving perspective, it can also be detrimental to employee experience, workplace happiness, and company culture.
There are ways around this, though. Below I’ve outlined my advice for ensuring personability is maintained throughout the onboarding process, along with a few things HR managers and leaders should always try to avoid.
Keep the Human ElementÂ
Even if you decide to adopt a virtual onboarding process, this doesn’t mean that people should be removed from the equation completely. Zoom, Microsoft Teams, and Google Meet have become the norm when interviewing and introducing new team members to the wider team. However, this doesn’t mean you have to cut face-to-face activities entirely.Â
Meeting up for a coffee before an employee’s first day or organizing a lunch with a few staff members are great ways to make new employees feel welcome. It also reminds them why they wanted to join your company and reinforces your commitment to creating an inclusive and enjoyable workplace culture in their eyes and the eyes of your wider team. For remote working roles, having a video call with staff and new starters can be a great way to introduce them to the team and again make them feel welcome. But couple this with a welcome pack filled with useful information and thoughtful touches or treats that arrive with them ahead of time.
Employ a 50/50 Onboarding Approach
While using technology and automated systems/processes during onboarding can be easier and more cost-effective, my advice is always to employ a 50/50 approach, where possible. This means that for every part of the process which is automated, the next will involve a more personal experience led by human interaction. This could mean, for example, that during the initial stage of onboarding, new starters, particularly those working remotely, may be asked to fill out all of the relevant paperwork online via programs such as; Docusign, Online Notary, or Notarize. New starters might be asked to complete a series of online training programs relating to their new role, and following the 50/50 approach, rather than just leaving them to complete these on their own, you’ll instead have a team member with them, guiding them through the process. This will also help with mid- to long-term onboarding if this worker is someone the new starter will be working closely with regularly — giving them someone they feel they can come to and talk to is key to creating a safe and pleasant environment for new employees.
See More: Navigating the Workforce Shift To Hire and Retain Talent in High Tech
Maximize Personal Interaction for the First and Second Phases of Employment
Although onboarding is made up, in part, of the initial recruitment and introduction processes, it also plays a much longer-lasting role in the integration of new employees. Once new starters have begun embedding with the rest of the team and into the culture of the business, they’ll start to turn their attention more and more to the daily responsibilities of their role. As the days and weeks go on, more and more will be expected of them from the management team and their colleagues. This is a key phase of an employee’s life at a company and must be handled properly.Â
My advice to HR teams, HR directors, and even line managers is to maximize the amount of personal interaction new starters receive in the first few weeks of their employment. Don’t just add new starters to Slack channels, WhatsApp groups or email threads and leave them to it — regular check-ins, positive feedback, and constant support can be all that is needed to integrate somebody into your business successfully. Make it clear that you are always there should they need you. Don’t just wait for them to come to you for help — as a manager, it’s your responsibility to initiate a dialogue that continually offers support, and this can be even more important with newer employees. There’s no exact time frame on this, as everyone adapts differently to a new work environment. However, my advice is to continue with this style of management for a few weeks at least — even employees who seem to be adapting perfectly may be struggling privately.
Ultimately when a person goes through your onboarding process, it is their first real insight into how your company is run and a chance for them to know they made the right decision in joining you. This can often help shape their overall experience in the business for months and years to come. Taking the time to treat each and every new starter as a valued member of the team out of the gate is vital to ensuring they begin this new stage of their career with an overwhelmingly positive mindset, and your onboarding processes are the key to setting your employees, and by extension your business, up for success.
How are you maintaining a human touch with new recruits as you automate your onboarding process? Let us know on FacebookOpens a new window , TwitterOpens a new window , and LinkedInOpens a new window .
MORE ON RECRUITMENT AND ONBOARDING