9 Onboarding Myths that are hurdling in Your Way to Success

Onboarding is one of the most important parts of a company's employee experience. Onboarding can be as simple as an orientation, or it can be much more in-depth and complex.

9 Onboarding Myths that are hurdling in Your Way to Success

Onboarding is one of the most important parts of a company's employee experience. Onboarding can be as simple as an orientation, or it can be much more in-depth and complex.

Onboarding myths are common misconceptions about the process that often leads to ineffective practices. In this blog post, we will debunk 6 onboarding myths so you know exactly what to do!

One of the most pervasive myths about onboarding is that it needs to be a rigorous process.

This myth suggests that new employees need to complete lengthy forms, read through handbooks, sit through lectures, and go through other such formalities before they start their jobs.

These practices led companies to use standardized processes that often include too much information that is not relevant to the new employee. [Incorrect/false information about the myth.

This is a very common practice, but it is unnecessary and may be harmful to employees.

A better method of onboarding requires less upfront work from employees while making sure they have what they need later on with the company.

Onboarding Document

Employees often have a lot of similar questions when starting a new job, and it can be difficult for managers to answer each of these questions in passing.

Taking the time to create an onboarding document that helps people familiarize themselves with their company is much more efficient than trying to answer each question in detail.

Many employees do not read their company’s onboarding documents, so it is important to ensure that this information is accessible in other ways as well.

A great way to encourage employees to take advantage of these resources is by prioritizing the development of FAQ pages and training videos to answer questions and give new employees access to additional resources.

Employees are often overwhelmed with the tasks they face on their first days, which can be stressful. Companies need to make sure that onboarding is not overly time-consuming so that employees are not overwhelmed right away.

New hires should be able to quickly catch up on their tasks and get acclimated to their new roles with the support of their company.

One great way to avoid overwhelming employees on their first days is by having a clear communication plan for how new hires will interact with managers early on.

Clear communication about expectations, timelines for getting work done, and other important areas of responsibility can help employees ease into

The 6 Myths of Onboarding

What are the myths of onboarding?

Onboarding is one of the most important parts of a company's employee experience.

Onboarding myths are common misconceptions about the process that often leads to ineffective practices. In this blog post, we will debunk the top myths!

Onboarding is often thought of as something that should happen right away after an employee’s first day, but this practice may be ineffective.

When companies choose to focus on rapid onboarding they spend little time preparing their human resources department for new employees. Many companies opt to hold off on onboarding until the start date to avoid this mistake.

This is a very common mistake among companies that do not want to put in the extra work when hiring new employees, but it can be much more stressful for new hires if they are not prepared sufficiently after their first days at work.

Without establishing a plan and setting expectations early on, there is no telling what your employees will face once they are working.

Having a detailed checklist is important during the onboarding process, but it is also necessary to communicate with employees throughout the process.

The best way to do this is by creating a schedule for training and orientation that includes milestones along the way.

When employers prioritize monthly meetings with new employees, rather than having only one meeting before the new hire starts, they can better meet their employee's needs.

Myth 1:

Onboarding is just about orientation

Onboarding myths can be as simple as an orientation, or they can be much more in-depth and complex than that. Orientation usually covers what you need to know before starting your first day of work at a company, but onboarding includes all aspects of the employee experience.

Onboarding begins on the first day of work, so orientation can't do it all. It is important to establish an employee experience plan that includes onboarding components.

It can be easy to think that orientation is all you need, but it's important to have a plan of action for the more complex parts of the employee experience as well.

A good start is to include an onboarding guide for how managers and employees can interact with each other during this time.

Orientation works as a  great introduction to the basics of a company, and onboarding is a great time to teach employees how they can make an impact. But the real magic happens when you pair orientation and onboarding together so that employees can take advantage of these resources.

Myth 2:

Onboarding is a one-time event

Onboarding may be something that happens only once, but an effective onboarding strategy will involve a series of processes across different times and events to make sure employees are truly settled into their roles and company culture.

Onboarding doesn't end once the first day of work is finished! It is a process that should be ongoing throughout the first year of employment.

It is never too early to think about onboarding. Managers should start thinking about how they can integrate onboarding into their daily interactions with employees to provide them with the support and information that they need to feel comfortable.

You can also include tools that are accessible to new employees so they can find information outside work hours. Onboarding should never feel like work!

Myth 3:

Onboarding should be done in person and one-on-one

Some onboarding processes can take place over a series of days, weeks, or months through various means such as webinars, videos, and more to make sure employees are set up for success at the company.

Onboarding is a multi-faceted process that can't all happen in person! It is important to consider online training videos, webinars, and other types of media that employees can access both in-person and out-of-office hours.

While some aspects of onboarding may be done person to person, it is also important to consider materials that new hires can access independently outside work hours.

Onboarding is a complex process that can't be confined to the time it takes to train employees in person. It is important to include materials for both during and outside of work hours so the onboarding experience is accessible to employees whenever they need it.

Myth 4:

Onboarding should be done by HR or management

A lot of times, employees will need help with setting up and getting started on new software or processes. Onboarding can be an opportunity for managers to take more ownership of their team's success early on.

Onboarding is a process that benefits from being done together, so it doesn't have to be relegated to HR or management alone!

HR is often involved with onboarding processes, but it is important to include managers and other employees in the process as well.

It is not limited to  HR and managers! It is important to include other employees and stakeholders in the onboarding process as well.

Most people are the same, so there's no need for onboarding materials tailored to employees' specific roles or departments

Onboarding should take into account that each person may have different needs due to their prior experience, skills, and interests.

All employees indeed share certain similarities, but their different needs keep them from having the same onboarding experience.

Having a cross-functional team that includes managers and HR can help expose new hires to a variety of internal resources early on.

Myth 5:

Onboarding should happen only in phases

Onboarding processes can take place over weeks, months, and years depending on what stage an employee is in concerning their company's processes and culture. Onboarding doesn't have to happen in phases!

A phase is a good start, but it's important to remember that onboarding is not a one-time event! Ongoing employee engagement and support is a process that benefits from flexibility.

It is important to be flexible about the onboarding process, considering that it is something that can happen over different points in an employee's career with a company.

Onboarding can be a  multi-faceted process that takes on different forms depending on the stage of an employee's career with a company.

Employees want information and resources early on so they can hit the ground running and make a difference right away, but it is important to consider the scale of your onboarding process and make adjustments accordingly.

Myth 6:

Onboarding is for new employees only

Onboarding is an important part of the employee experience, but it doesn't stop when a new hire starts. It is something that should continue throughout an employee's time at the company. Adopting good onboarding practices will help maintain productivity levels and lower turnover.

Onboarding is important beyond the first day of employment! Employee development and onboarding processes should be ongoing throughout their career with your company.

Onboarding should be a continuous process that benefits all current employees at any point in the cycle of their careers, whether they are just starting or approaching retirement age. Onboarding can benefit everyone on your team!

Onboarding for new employees is just one small piece of the overall process. It is not only for new employees. Make onboarding a continuous process that benefits all current employees regardless of the stage in their careers.

Myth 7:

Onboarding materials are only for new employees

New hires spend time in different positions that can range from phone-based customer service to field technician roles, so it is important to consider the needs of all employees.

Onboarding should not be limited to certain employees or types of positions! It is helpful for onboarding materials to include information that appeals to a variety of internal audiences.

Onboarding can appeal to employees of different levels and positions, but it is advantageous for multiple types of internal stakeholders such as management and HR.

Many managers don't have time to get up-to-speed on new hires' roles and responsibilities before they start - there's just too much going on.

It is important to have managers take advantage of the resources that are available to them, such as onboarding resources.

Managers can get overwhelmed with everything else they have going on in their work lives, so they need to utilize what you provide. Make your onboarding materials accessible and easy!

Myth 8:

Onboarding is only to introduce work-related information

In addition to work-specific information, onboarding materials should include a variety of helpful resources that new hires will be able to use throughout their employment with your company. Onboarding is a great opportunity to give employees access to tools and resources they might not have had the chance to find on their own.

Onboarding processes can benefit employees in all departments, both work-related and non-work-related.

Onboarding can be helpful to employees in all areas of the company, not just their work lives. For example, new hires might enjoy getting tips on where best to eat lunch or how to get around town.

Myth 9:

All onboarding materials should be digital

While many of the most helpful onboarding materials are available in a digital form, it is important to remember that some employees prefer print. As an employer, you should be prepared with multiple formats of material for your new hires.

It is not required for all onboarding information to be accessible digitally - sometimes paper can do just fine!

In the current virtual world, digital formats are usually the ones that will be most useful. However, not everyone likes to access information digitally, so it is important to have paper versions if that's what your employees prefer. As an employer, it is best to provide both versions of material where possible.

1. Onboarding Software Is Only For Large Organizations

You don't have much room in your budget for onboarding software. Besides, you're not even close to the cap on employees yet.

It seems like an unnecessary investment if only one person will ever use it right? The truth is that new hire training systems are a great investment for every organization with plans to hire people.

Not just larger companies with hundreds or thousands of workers. Onboarding software can help you save money, too!

Onboardly's founder shared this on Quora: "In my opinion, the biggest savings by using Onboarding Software is in time and cost for hiring managers, who otherwise would have to manually create new hire paperwork (assuming they even do it at all), manage onboarding processes, and track new hire progress."

In other words, Onboarding Software can help you get up to speed on your hiring process - quickly.

2. All New Recruits Require The Same Training Strategy

Engaging in a one-size-fits-all training strategy sucks up your time and resources. That's why each new employee needs their customized introduction to best suit an individual’s skill set, interests, and background knowledge.

Onboarding software lets you collect and analyze demographic data about your new hires so that you can give them the onboarding process they deserve.

Onboardly's Founder shared this on Quora: "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. At the end of the month, we review and share key learnings."

3. Training Stops When They Step Into The Workplace

One mistake many companies make with their onboarding process is to trick new employees into believing they are already trained for their roles when in reality it is only the first part of a three-part training.

A short introduction, and subsequent role immersion tasks that can be performed out on the job, end the employee’s feeling of being left hanging on Day One.

“I think Onboarding is a critical thing to do, and it usually starts on day one," says Dani Reiss, founder of the Greenhouses Project. "It's been that way for me as an employer in my own small business – but also I know from conversations with other companies."

4. Return On Investment Is The Most Crucial Success Indicator

The success of your onboarding program is not related solely to its return on investment. It’s about much more than that! For instance, participation and employee engagement can help new hires succeed with the training and retain their gains over time.

Another factor that should be part of your success criteria is self-assurance. Your new hire onboarding program must equip every employee with the confidence they need to complete tasks and provide superior customer service.

Onboarding is not a small expense. It is a valuable investment, but like any other investment, it must be carefully monitored to ensure that the benefits outweigh the costs.

5. Every New Employee Is Ready To Dive Into Onboarding Training

Unfortunately, not every new employee you hire is ready to dive into the training process. Even if they need to develop new skills and master new company policies. Some need a bit more incentive to hop on board and invest their time.

For example, you can incorporate game mechanics to give them extra motivation so that they actively engage. In some cases, it may simply be a matter of tech apprehension.

They have never used learning technologies before. Hence, they aren’t too sure about how to use the platform or the benefits it brings to them.

It can be overwhelming for them to learn new technologies if they are not tech-savvy.

Hence, you must take into consideration their educational level, previous work experience, and personality traits when deciding whether or not your onboarding training is appropriate.

6. Employee Onboarding Software Takes The Place Of An Online Instructor/Facilitator

If you invest in training software, the cost of investment is offloaded from employers to learners. You no longer have to foot the bill for an on-site instructor, site rental fees, or travel expenses.

However, you will need someone running a learning management system (LMS) so that employees can earn certificates online and can monitor their training progress.

If you have in-house trainers, they can keep track of the progress and offer feedback to learners if necessary.

The success of your new hire onboarding process depends on how much you invest in it. Investing more resources will yield greater returns when it comes to retaining employees longer.

Working with a learning solutions company like Acellus, you can choose from a variety of features and training plans to meet your onboarding needs.

An employed is an investment; make sure to put in the time and resources for their success!

7. Online Training Leaves Little Room For Social Learning Opportunities

New hire online training using employee onboarding software is a solo pursuit. Every new staff member must complete the online training activities on their own, and there’s no chance for them to collaborate.

This myth was created based on the ‘old-fashioned’ distance learning principle. Today, Learning Management Systems give employees the power to engage in online discussions, provide feedback, and share experiences.

They can complete group projects or even participate in peer-based coaching programs. As a result, they would see onboarding as an opportunity to learn alongside their new co-workers.

Social learning is a crucial part of successful onboarding training because it gives employees a platform to commiserate. For instance, they had a tough first day on the job and turn to social media onboarding groups for support and tips to improve.

These are just a handful of the most oft-circulated myths associated with new hire onboarding and learning technologies.

Dispelling them allows you to assist new team members during their moment of need and prepare them for everyday challenges, regardless of where they’re based on which gaps they need to fill.

Even SMBs have the chance to hone their top talent to help them reach their full potential.

Conclusion

Onboarding Myths are the biggest hurdles on your path to success. Don’t let them slow you down!

Re-think your onboarding training strategy by using these myths as a guide. That way, you can provide new hires with innovative and challenging opportunities for growth and development beyond what they initially expected.

Shine through the shadows of Onboarding Myths with the intellectual light of reading this article.