On-Boarding is a Must!

For several years managers have said they provided orientation for new employees. However, most of the orientation consisted of filling out forms for human resources. A very small percentage of managers went beyond the forms! Now we have on-boarding. Again, managers will tell you that they provide on-boarding for new employees. And, again, this consists primarily of having the new employee fill out forms for human resources, and maybe being taken to lunch with some peers. The change in name accomplished next to nothing. The question is, “why don’t managers provide thorough on-boarding?” Do they see it as a waste of time? Do they believe it will just happen automatically? Or simply, has no one ever taught them the value of on-boarding? It takes time, effort and significant financial and people resources to hire a new employee. I think we can assume the following: (1) The manager wants the new employee to be successful. (2) The manager wants to have very low turnover. (3) The manager wants to have a productive team. (4) The manager wants profitability. If these assumptions are true, why do managers only have new employees fill out forms and go to lunch with some peers? Is it a simple matter of a lack of knowledge, understanding, or “we have always done it this way?” Stop and think. How many managers have been taught how to provide an on-boarding program? How many managers have learned the value of on-boarding? For that matter, how many managers have been taught basic interview skills? And, how many managers have been taught how to conduct performance reviews? These all connect! And, before someone makes excuses, this is not solely the responsibility of human resources and managers have enough time to get this done, assuming they are adult logical, know how to plan and work from clear goals and priorities. On-boarding will not simply happen - you have to prepare! So, where do you begin? Assume a new hire has recently been made. How will you on-board this new employee?