Onboarding is a critical component of a company's employee experience. Onboarding can be as simple as an orientation or as in-depth and complex.
Onboarding myths are widespread misconceptions about the process that frequently result in ineffective practice.
We will debunk six onboarding myths in this blog post so you know exactly what to do!
One of the most common misconceptions about onboarding is that it must be a rigorous process.
This myth holds that new employees must fill out lengthy forms, read handbooks, sit through lectures, and go through other such formalities before starting their jobs.
Because of these practises, businesses have adopted standardized processes that frequently include too much information that is irrelevant to the new employee. [ Information about the myth that is incorrect or false.
This is a common practice, but it is unnecessary and may endanger employees.
A better method of onboarding requires less upfront work from employees while ensuring they have everything they need later on in their careers with the company.
When starting a new job, employees frequently have many similar questions, and it can be difficult for managers to answer each of these questions in passing.
Creating an onboarding document that helps people become acquainted with their company is far more efficient than trying to answer each question in detail.
Because many employees do not read their company's onboarding documents, it is critical to ensure that this information is also accessible in other ways.
A great way to encourage employees to use these resources is to prioritise the creation of FAQ pages and training videos that answer questions and provide new employees with access to additional resources.
Employees are frequently overwhelmed with tasks on their first days, which can be stressful. Companies must ensure that onboarding does not take too long so that employees are not overwhelmed right away.
With the help of their company, new hires should be able to quickly catch up on their tasks and adjust to their new roles.
Having a clear communication plan for how new hires will interact with managers early on is a great way to avoid overwhelming them on their first days.
Employees can benefit from clear communication about expectations, work deadlines, and other important areas of responsibility.
The Six Onboarding Myths
What are the onboarding myths?
Onboarding is a critical component of a company's employee experience.
Onboarding myths are widespread misconceptions about the process that frequently result in ineffective practises. We will debunk the top myths in this blog post!
Onboarding is frequently thought to be something that should occur immediately following an employee's first day, but this practise may be ineffective.
Companies that prioritize rapid onboarding spend little time preparing their human resources departments for new hires. To avoid this error, many businesses delay onboarding until the start date.
This is a common error made by companies that do not want to put in the extra effort when hiring new employees, but it can be much more stressful for new hires if they are not adequately prepared after their first days at work.
There is no telling what your employees will face once they start working unless you establish a plan and set expectations early on.
A detailed checklist is essential during the onboarding process, but it is also essential to communicate with employees throughout the process.
The best way to accomplish this is to develop a training and orientation schedule that includes milestones along the way.
Employers can better meet the needs of their employees if they prioritize monthly meetings with new hires rather than having only one meeting before the new hire starts.
Myth 1: Onboarding consists solely of orientation.
Myths about onboarding can be as simple as an orientation or much more in-depth and complex. Orientation typically covers what you need to know before your first day of work at a company, whereas onboarding covers all aspects of the employee experience.
Because onboarding begins on the first day of work, orientation cannot cover everything. It is critical to develop an employee experience strategy that includes onboarding components.
It's easy to believe that orientation is all you need, but it's also important to have a strategy in place for the more complex aspects of the employee experience.
An onboarding guide for how managers and employees can interact with each other during this time is a good place to start.
Orientation serves as an excellent introduction to the fundamentals of a company, and onboarding is an excellent opportunity to teach employees how they can make a difference. However, the real magic happens when orientation and onboarding are combined so that employees can take advantage of these resources.
Myth number two: Onboarding is a one-time event.
Although onboarding may occur only once, an effective onboarding strategy will include a series of processes that occur at various times and events to ensure employees are truly settled into their roles and company culture.
Onboarding does not end after the first day of work! It is a process that should last the entire first year of employment.
It is never too early to consider onboarding. Managers should consider how they can incorporate onboarding into their daily interactions with employees to provide them with the support and information they require to feel at ease.
You can also include tools that new employees can use to find information outside of work hours. Onboarding should never be considered work!
Myth 3: Onboarding should take place in person, one-on-one.
Some onboarding processes can take place over a period of days, weeks, or months using a variety of methods such as webinars, videos, and other resources to ensure employees are prepared for success at the company.
Onboarding is a multifaceted process that cannot be completed entirely in person! Consider online training videos, webinars, and other types of media that employees can access both in-person and after hours.
While some aspects of onboarding may be handled one-on-one, it is also critical to consider materials that new hires can access independently outside of work hours.
Onboarding is a complex process that cannot be reduced to the time required to train employees in person. It is critical to include materials for both during and after work hours so that employees can access the onboarding experience whenever they need it.
Myth 4: HR or management should handle onboarding.
Employees frequently require assistance in configuring and implementing new software or processes. Managers can use onboarding to take more ownership of their team's success early on.
Because onboarding benefits from collaboration, it does not have to be relegated to HR or management alone!
HR is frequently involved in onboarding processes, but it is critical to include managers and other employees as well.
It is not just for HR and managers! Other employees and stakeholders should be included in the onboarding process as well.
Because most people are the same, there is no need for onboarding materials that are tailored to specific roles or departments.
Because of their prior experience, skills, and interests, each person may have different needs during onboarding.
Although all employees have some similarities, their different needs prevent them from having the same onboarding experience.
A cross-functional team comprised of managers and human resources can assist in exposing new hires to a variety of internal resources early on.
Myth 5: Onboarding should be done in stages.
Depending on where an employee is in terms of their company's processes and culture, onboarding can take weeks, months, or years. Onboarding does not have to be done in stages!
A phase is a good place to start, but keep in mind that onboarding is not a one-time event! Employee engagement and support are ongoing processes that benefit from flexibility.
Because the onboarding process can occur at various points throughout an employee's career with a company, it is critical to be adaptable.
Onboarding can be a multifaceted process that takes various forms depending on an employee's stage of career with a company.
Employees want information and resources as soon as possible so they can get started and make a difference, but it is important to consider the scope of your onboarding process and make adjustments accordingly.
Myth 6: Onboarding is only for new employees.
Onboarding is a critical component of the employee experience, but it does not end when a new hire begins. It should continue throughout an employee's tenure at the company. Adopting good onboarding will aid in maintaining productivity and lowering turnover.
Beyond the first day of work, onboarding is critical! Employee development and onboarding should be ongoing throughout their tenure with your organisation.
Onboarding should be a continuous process that benefits all current employees at any stage of their careers, whether they are just starting out or nearing the end of their careers. Everyone on your team can benefit from onboarding!
New employee onboarding is only a small part of the overall process. It is not just for new hires. Make onboarding a continuous process that benefits all current employees, regardless of their career stage.
Myth 7: Only new employees need onboarding materials.
Because new hires spend time in a variety of positions ranging from phone-based customer service to field technician roles, it is critical to consider the needs of all employees.
Onboarding should not be limited to specific employees or job types! It is beneficial to include information that appeals to a variety of internal audiences in onboarding materials.
Onboarding may appeal to employees of various levels and positions, but it is beneficial to a variety of internal stakeholders, including management and human resources.
There is simply too much going on for many managers to devote time to learning about new hires' roles and responsibilities before they begin.
It is critical that managers use the resources that are available to them, such as onboarding resources.
Managers can become overwhelmed with everything else going on in their work lives, so they must make use of what you offer. Make your onboarding materials easily accessible!
Myth 8: Onboarding is only used to introduce new employees to their jobs.
Onboarding materials should include a variety of helpful resources that new hires will be able to use throughout their employment with your company, in addition to job-specific information. Onboarding is an excellent opportunity to provide employees with tools and resources that they might not have discovered on their own.
Employees in all departments, both work-related and non-work-related, can benefit from onboarding processes.
Employees can benefit from onboarding in all areas of the company, not just their work lives. For example, new employees may appreciate advice on where to eat lunch or how to get around town.
Myth No. 9: All onboarding materials should be electronic.
While many of the most useful onboarding materials are available in digital format, keep in mind that some employees prefer print. As an employer, you should have multiple formats of material ready for your new hires.
It is not necessary for all onboarding information to be available digitally; sometimes paper will suffice!
In today's virtual world, digital formats are almost always the most useful. However, not everyone prefers to access information digitally, so having paper versions is essential if that is what your employees prefer. Wherever possible, employers should provide both versions of material.
7 Common Misconceptions About New Hire Onboarding and Employee Onboarding Software
1. Only Large Organizations Can Use Onboarding Software
You don't have much money set aside for onboarding software. Besides, you're not even close to reaching the employee limit.
It appears to be a waste of money if only one person will ever use it, right? The truth is that new hire training systems are an excellent investment for any organisation that intends to hire new employees.
Not just large corporations with hundreds or thousands of employees. Onboarding software can also help you save money!
"In my opinion, the biggest savings by using Onboarding Software are in time and cost for hiring managers, who would otherwise have to manually create new hire paperwork (assuming they do it at all), manage onboarding processes, and track new hire progress," said Onboardly's founder on Quora.
In other words, Onboarding Software can help you quickly get up to speed with your hiring process.
2. All new recruits must follow the same training strategy.
A one-size-fits-all training strategy wastes your time and resources. As a result, each new employee requires a tailored introduction to best suit their skill set, interests, and background knowledge.
Onboarding software allows you to collect and analyse demographic data about your new hires in order to provide them with the onboarding experience they deserve.
"My rule of thumb is typically monthly training modules - each month, everyone gets a 1hr session (in person or online), to do/watch/read on their own time," Onboardly's Founder said on Quora. We review and share key learnings at the end of each month."
3. Training Ends When They Enter The Workplace. Many companies make the mistake of tricking new employees into believing they are already trained for their roles when, in reality, this is only the first part of a three-part training.
A brief introduction, followed by role immersion tasks that can be completed on the job, eliminates the employee's sense of being left hanging on Day One.
"I believe that onboarding is critical, and it usually begins on day one," says Dani Reiss, founder of the Greenhouses Project. "That's how it's been for me as an employer in my own small business, but I also know from conversations with other companies."
4. The Most Important Success Indicator Is Return On Investment
Your onboarding program's success is not solely determined by its return on investment. It is much more than that! Participation and employee engagement, for example, can help new hires succeed with training and maintain their gains over time.
Self-assurance is another factor that should be included in your success criteria. Your new hire onboarding programme must give each employee the confidence they need to complete tasks and provide excellent customer service.
Onboarding does not come cheap. It is a valuable investment, but it must be carefully monitored, as with any other investment, to ensure that the benefits outweigh the costs.
5. Every new employee is eager to begin their onboarding training.
Unfortunately, not every new employee you hire is prepared to begin training. Even if they must learn new skills and adhere to new company policies. Some people require a little more motivation to jump on board and invest their time.
You can, for example, incorporate game mechanics to provide them with additional motivation to actively participate. In some cases, it may simply be a case of technological anxiety.
They have never before used learning technologies. As a result, they are unsure of how to use the platform or the benefits it provides.
If they are not tech-savvy, learning new technologies can be overwhelming.
As a result, when determining whether or not your onboarding training is appropriate, you must consider their educational level, previous work experience, and personality traits.
6. Online Instructor/Facilitator Is Replaced By Employee Onboarding Software
When you invest in training software, the cost is transferred from employers to learners. You are no longer required to pay for an on-site instructor, site rental fees, or travel expenses.
You will, however, require someone to manage a learning management system (LMS) so that employees can earn certificates online and track their training progress.
If you have in-house trainers, they can monitor progress and provide feedback to learners as needed.
How much you invest in your new hire onboarding process determines its success. When it comes to retaining employees for longer periods of time, investing more resources will yield greater returns.
When you work with a learning solutions company like Acellus, you can select from a number of features and training plans to meet your onboarding requirements.
An employee is an investment; make the time and resources necessary for their success!
7. There Is Little Room For Social Learning Opportunities With Online Training
Employee onboarding software is used for new hire online training. Every new employee must complete the online training activities on their own, with no opportunity to collaborate.
This myth was created using the 'traditional' distance learning principle. Employees can now participate in online discussions, provide feedback, and share their experiences thanks to Learning Management Systems.
They can work on group projects or even take part in peer-to-peer coaching program. As a result, they would view onboarding as a chance to learn alongside their new coworkers.
Because it provides a forum for employees to commiserate, social learning is an essential component of successful onboarding training. For example, they had a difficult first day on the job and sought help from social media onboarding groups.
These are just a few of the most common myths about new hire onboarding and learning technologies.
Dispelling them enables you to help new team members in their time of need and prepare them for day-to-day challenges, regardless of where they are or which gaps they need to fill.
Even small and medium-sized businesses can develop their top talent to help them reach their full potential.
Onboarding myths are the most significant roadblocks to success. Don't let them hold you back!
Rethink your onboarding training strategy in light of these myths. In this way, you can provide new hires with innovative and challenging opportunities for growth and development that go above and beyond what they expected.
With the intellectual light of this article, shine through the shadows of Onboarding Myths.
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