New Employee Onboarding Is A 90 Day Process
By Ian Richardson, Managing Partner, Richardson & Richardson Consulting LLC
(Inspired by Thursday Process with guest Emily Glass, CEO of Syncro)
Employee Onboarding is Critical
There are few things more expensive than hiring someone for a role in your business.
You’ve taken significant labor hours to develop job descriptions, process and procedure documentation, HR guidance, set up information systems, develop hiring sources, interview candidates and extend an offer.
All of this occurs before that employee starts day one at your company, and then you have to get that employee ready to work.
Neglecting the process of employee onboarding not only sets the employee up for failure, it puts your customers at risk, and it wastes the investment of time and treasure into everything you did before hiring the employee.
The hardest part of entrepreneurship is moving something successfully from the entrepreneur’s desk to someone else’s desk while maintaining or improving quality of delivery. You’re trusting someone else to perform a key task or tasks for your customers according to the expectations you have created for them. The only way to ensure that this happens successfully is through a rock-solid new employee onboarding experience.
You only have 90 days for new employee onboarding
Dedicating payroll to training is difficult.
You are paying someone to learn a skill, tool, process, or concept. There is no immediate ROI.
Sometimes, depending on how you train, you may be taking multiple payrolls and dedicating them to this process. There are usually systems involved that must be bought and maintained to perform the training.
This investment has to be effective at producing the desired return:
- an employee who can perform their role and responsibilities up to company standard
- an invested employee who fits in with the company team and culture
- an enthusiastic employee who embraces and champions the company’s vision for the future.
Documentation and New Employee Onboarding
If you consider documentation and investment, the key area of focus is the first 90 days.
Those brand new employee onboarding experiences, in general, have wrapped within 3 months.
If you can document all that is required for a successfully 3 month experience, and pair it with prescriptive actions designed to achieve onboarding milestones, you’ll be setting yourself and your new hires up for success.
I spoke with Emily Glass, CEO of Syncro, a RMM and PSA SaaS company focused on the IT Managed Services space about remote workforce and culture, and she had this to say on the topic.
New employee onboarding differentiates in today’s marketplace
At the time of this writing, the labor market is “weird.” Certain areas are very difficult to recruit and retain talent in, other areas are cutting talent left and right.
Even in a flooded labor market, I firmly stand by the conviction that if you are a differentiated employer you can capture and retain “top talent” — a desirable outcome for any business.
Creating and sharing a robust employee onboarding process with potential candidates will help with differentiation. If someone understands how they go from “new hire” to “awesome member of the team” it will remove anxiety and create motivation and excitement.
That excitement can be harnessed into productivity for your business, which will in turn help you grow.
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Richardson & Richardson Can Help You Build Your Process For New Employee Onboarding
If you’d like to talk about how Richardson & Richardson can help you with these topics, my calendar is available at: https://randr.membrain.com/Meetfirstname.lastname@example.org
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