Onboarding: what it is and why it is key to employee performance

Adapting to a new job is not always an easy task, in fact, most applicants tend to quit within a month of accepting the new job.

Fortunately, there is a resource that many companies use to accelerate the adaptation process and ensure the good start of the employee in the organization: onboarding.

This process has a wide variety of benefits for both the company and the employee, and can positively impact their individual performance, as well as that of the entire organization.

• Related article: "The 6 pillars of Human Resources"

What is onboarding?

The onboarding process is an action plan used by a company or organization to ensure the correct adaptation of its employees to their new job and prevent them from quitting shortly after due to sudden change in activity.

It is based on a methodology designed by the company itself and that takes into account all those aspects with which it is going to find the employee for the first time in his new role, making things easier for him to adapt in the shortest time possible.

The onboarding process includes aspects such as the new habits of the organization, the communication of which are their superiors and colleagues, where the employee will perform the functions and what are the means of work.

• You may be interested in: "Personnel selection: 10 keys to choosing the best employee"

Phases of onboarding

The onboarding process consists of 4 strategic phases designed to achieve the correct adaptation of the new employee to their job. We briefly summarize them below.

1. Pre-onboarding

The first phase is Pre-onboarding, and is essential for the employee to get a good first impression about the new organization in which he is preparing to work.

In this phase of the process it is important that communication between company and employee is fluid, transparent and cordial, since it depends on her whether the applicant finally decides to opt for the position or decline it.

Any failure in communication can make the worker doubt his decision to stay in the companyThat is why it is essential to keep you informed of all organizational issues.

It is also advisable to provide help with any needs you may have at this early stage, such as checking to see if you need help with the initial paperwork.

• Related article: "What is occupational psychology? Characteristics and scope of work "

2. Welcome

The second phase is based on helping the new employee to adapt to the new environment just before he starts working in the organization.

In this period it is recommended iBriefly inform about the main notions about the organization of the company, the work modalities, the payroll policy and any other questions you need to know before starting your job.

This phase should not last more than a week and it is also usually in this phase that the new employee is introduced to his division or department colleagues.

• You may be interested in: "The 10 keys to success in an HR department"

3. Specific training

The specific training phase is crucial within the onboarding process, since it is the one in which the new employee begins to familiarize himself with the tasks of his role, in contact with the company's Learning Management System.

In this phase of formal training, each new employee will get up-to-date on the main knowledge about his job and also on his possibilities for promotion.

4. Transition

The last phase is the transition phase, and is based on facilitate the transformation from aspiring to new employee of the company with all its implications and responsibilities. corresponding.

In this phase, the expectations and objectives of the employee are also established as a motivational strategy and in order to increase their productivity.

• You may be interested in: "When work stress outshines all other facets of life"

Functions of this HR process

There are many functions and utilities of onboarding in relation to the employee's job performance, these are the most relevant.

1. Facilitate communication

In any company or organization, internal communication is essential as a strategy to successfully achieve each and every one of the short and long-term objectives, established by the herself. It should not be forgotten that organizations dedicated to work are made up of individuals who are not born knowing everything that needs to be done in a given company.

This avoids misunderstandings about where the responsibilities associated with each employee's position begin and where they end, so that each party fulfills its mission without overlapping tasks between people.

• Related article: "Business communication: types, characteristics and common mistakes"

2. Understand the organizational culture of the company

Another essential function of onboarding is to achieve that the employee internalize the essential values ​​of the company, as well as its organizational culture and daily teamwork habits.

Knowing in depth the internal mechanisms of the organization, each worker will know exactly what it is its mission and how to carry it out so as not to go against the foundational interests and values ​​of the herself.

• You may be interested in: "What is the organizational culture? Features and Components "

3. Facilitate adaptation

Thanks to the Onboarding process, each worker is able to train in the shortest possible time, a fact that will allow them to adapt more quickly to their job and successfully reach an experience level similar to that of their peers who had already started before.

In addition to that, a short period of adaptation usually has a positive influence on the performance of the employee, both at the work as well, and especially, on a personal and emotional level, which in turn has a significant impact on their productivity.

4. Ensure correct training

The onboarding process also serves to resolve possible doubts that may arise during the development of the new work activity, preventing these from paralyzing the employee for fear of making a mistake.

An effective onboarding plan must take into account all the logistical and organizational aspects of a job position and must deal with all those elements that may raise doubts or problems in the new employee.

5. Emotional well-being

As indicated, a worker who feels useful and integrated is more likely to carry out their activities with greater productivity and with a higher work performance than that of another employee who finds it difficult to adapt and who has not participated in an onboarding process.

Carry out a correct individualized onboarding process that takes into account all the elements most important organizational factors for the new worker will be essential to improve his performance.

In addition to that, generally any worker who feels accompanied from the first day will see his emotional well-being increased and therefore, his work situation will be much better.

Do you want to train in HR?

If you are considering specializing in the field of HR, you may be interested in the Master in Talent Selection and Management promoted by the University of Malaga (UMA) and that is organized in the Faculty of Psychology of this entity Throughout its approximately 15 months of duration, this Master offers the possibility of training with professionals in the sector in small groups, and addressing both the part of "entry" of workers and recruitment, such as the management and training of teams and personnel of the different departments of a company, all with an orientation fundamentally practical.

Another training option that may also fit what you are looking for is the Specialization Diploma in Talent Attraction, Recruitment, Evaluation and Loyalty from the University of Malaga, an online specialization program that lasts 7 months and teaches the theory and practice of classical and the most current methodologies, taking advantage of the potential of new technologies applied to Resources Humans.

To learn more about the UMA HR training options, access their website.