- How do you welcome new employees?
If you have lived through a time when onboarding was limited to a word of welcome from the boss, an introduction to your colleagues and a short description of your tasks, this approach is now a thing of the past. Fortunately, because for a young person who just finished school, it took a great deal of courage and motivation to learn on the job. The most resourceful ones didn’t do so badly.
Today, employee onboarding is seen as one aspect of HR activities that include planning, recruitment, selection, orientation, and training and development.
There are many synonyms for onboarding: orientation, integration plan, socialization process, etc. In short, new employees must be selected, not only for their professional qualifications, but also for their fit with the company culture. This “good fit” will make a difference in employee retention.
What’s the difference between orientation, integration and socialization?
- Orientation includes formal training that focuses on tasks and understanding the organization as a whole. This ranges between a few hours to a few days and does not include the informal side of socialization.
- Integration refers to the programs, practices and policies adopted by management to help new employees adapt. It includes both the formal and informal aspects.
- Socialization is inherent to the individual and refers to their learning and adaptation process within the organization. According to some studies, socialization is a continuous process that can take place over a mandate or a career. But since it is informal, how can you tell if an employee is “socialized”?
Socialization, a basis for retention?
The goal of socialization is to make the person feel competent and supported by the organization, which motivates them to perform and commit to the organization for the long-term.
Since many companies are concerned about employee retention, it is essential for them to focus on employee socialization and onboarding.
Practices that promote the socialization of new employees:
- Communication prior to employment:
Contacting the employee to transmit important information is viewed positively by the newcomer. They are informed about compensation, their schedule, parking and the name of the person to meet on their first day as well as being assured that their workstation and equipment are being set up.
- Meeting with the direct supervisor:
In the eyes of the newcomer, this meeting is essential. It makes their hiring official and allows them to understand the links with other departments through the organizational chart. The company’s values are discussed as well as the overall work organization.
The integration plan is presented, and expectations are clarified. The direct supervisor identifies the duties of the position and when performance reviews will take place. The supervisor then introduces the administrative staff, immediate colleagues and management.
- Assignment of a teammate or buddy:
The teammate coaches the new employee on their tasks and informs them of common challenges, which speeds up the transfer of technical knowledge.
This buddy or socialization agent will be responsible for supporting the newcomer through their transition.
- The colleagues’ role:
The supervisor helps create a sense of belonging by reiterating the importance of the new employee’s contribution to the organization.
The more experienced employee conveys the management values of the department and describes the history of the department.
The newest employee reassures them about the integration challenges they had to overcome.
A colleague from another department contributes to expanding their outlook and makes them aware of organizational challenges.
Training the team on socialization
Studies show that the team’s involvement plays an important role in the integration of new employees. Some managers mention that beyond training, management tools would be useful to help them support their team.
The new employee’s role
No matter how hard organizations try to integrate new employees, the role of the individual is an inherent part of their success. The two elements that work in their favour are the new employee’s commitment and ability to adapt.
A proactive individual will have a better chance of integrating, especially if they are able to adjust to their duties in their new work environment.
Activities that foster the integration of new employees:
Some companies opt for rallying events such as happy hour or a welcome dinner, while others prefer to organize meetings with key people.
Other organizations have automated their onboarding process with training platforms. While this way of doing things might be beneficial for the company, is it beneficial for the new employees? We will be able to tell in the next few years.
At Bedard Human Resources, we can help you with your onboarding process. Contact Stéphane Pépin for more information on our HR consulting services. Stéphane can be reached by email at spepin@bedardressources.com.
