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What_Happens_When_Your_Employee_Onboarding_Process_Is_BrokenAs it gets harder for employers to locate the right talent in a crowded market, onboarding has taken on new precedence. Employers and HR managers are now reviewing their processes with a critical eye.

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You should too. What have you been doing when it’s time to onboard new people? Where could you improve your processes?

There are many good reasons to take a critical look at your employee onboarding process and think about how you could improve. After all, a broken process can have some serious consequences for your business.

Employees Feel Lost

If your employee onboarding process is broken, you’re likely not giving new hires the support they need. This can happen in a variety of ways. If you don’t provide support long enough, your new hires may not be fully trained to do their jobs.

If you provide support through the wrong people or no support at all, employees may feel lost. They may not be able to meet your expectations or keep up with workloads and demands, even after working for you for months.

A better employee onboarding process helps your new hires truly transition and learn their jobs well so they can perform well and exceed your expectations.

Productivity Is Lost

One reason employers don’t invest in their onboarding processes is they fear lost productivity. They believe loaning a person or two to help the new hire settle in and learn the ropes reduces capacity.

While this is true, it also helps bring your new hire up to speed more quickly. Once that happens, you’ll have two sets of hands working on every task and two heads thinking about every issue.

When employers don’t provide the right support during onboarding, productivity is lost over the longer term. While it may seem like a large investment up front, showing new hires the ropes and getting them settled in will reduce mistakes and boost their productivity. In turn, your company’s productivity and bottom line will both increase.

Employees Disengage

Employees who experience a broken onboarding process may feel like they’re not at home from the very first day. They may feel unwelcome in the new office environment. It could take weeks or months for this impression to fade and the new hire to truly settle into their role.

Once you’ve gotten off on the wrong foot, it becomes more difficult to get things back on track as well. Initial impressions stay with employees. If nothing is done to challenge your new employee’s view, they may continue to believe they’re not welcome. They may also believe their work isn’t appreciated.

This compounds with issues of training and competence. Employees may make mistakes and you may reprimand them for it. They may not meet your expectations. If the employee doesn’t know what to do, they may become frustrated. Over time, they’ll begin to put in less effort and they’ll disengage.

Productivity is truly lost at this point. The employee becomes difficult to motivate, and it’s difficult to change behaviours.

High Turnover Results

At the end of this process, employees finally decide to leave the company. While there are many reasons people decide to leave, turnover is commonly caused by employee disengagement.

If your onboarding process is broken, you’ll likely find you have a large number of disengaged employees and high turnover. This, in turn, costs your business even more in the way of productivity. You’ll need to spend more time recruiting and hiring, while roles stand vacant.

If you’ve noticed any of these signs, it’s time to take a look at your employee onboarding process. A better onboarding process sets up your employees for success from their very first day, leading to higher engagement, job satisfaction, and productivity.

The Definitive 2020 Onboarding Checklist

Kaneez Jaffer

Kaneez is a Certified Human Resources Leader (CHRL) with an advanced knowledge of human resources and organizational structure and design. She has extensive experience with HRIS systems and understands the need to move HR from a transactional model to a transformational one. She has worked in the investment banking, insurance, and legal industries, as well as with large not-for-profit centres helping to simplify and streamline their internal systems. Kaneez is an expert in building relationships and affecting change in a positive and productive way. She acts as the key HR business partner at Apri Insurance Services Inc, managing the implementation of JungoHR, while providing expert advice and counsel on a range of HR matters. Kaneez holds a Graduate Certificate in Human Resources Management as well as a Certificate in HR Law for HR Professionals from Osgoode Hall Law School in Toronto, Canada.

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