Starting a new job can be a mix of excitement and nerves. Most of us remember our own first days at a new company – feeling both hopeful and slightly apprehensive. But if organisations get onboarding and induction right, they can significantly boost staff retention and productivity. So, what does it mean to onboard effectively, and why is it so crucial?
What is onboarding?
Onboarding is more than paperwork and orientation. It is the process of integrating new hires into the workplace, helping them understand the company’s environment, culture, and values, and making them feel welcomed and valued. Done right, onboarding shapes organisational culture, enhances efficiency, and drives performance.
For new hires, a well-structured onboarding programme provides a foundation to understand their role, know what is expected, and feel part of the team. This initial period can influence their long-term engagement, loyalty, and overall experience within the company.
Why is onboarding important?
Onboarding best practices can lead to countless benefits for an organisation. Companies that prioritise onboarding (and factor in digital onboarding) can see higher employee retention rates, increased productivity, and a stronger workplace culture.
1. Higher retention rates:
Hiring new employees is a significant investment, and organisations want their employees to stay for the long term. However, statistics reveal that up to 20% of staff turnover occurs within the first 45 days of employment. Losing an employee this early can be costly, both financially and in terms of morale.
A well-planned onboarding process increases the likelihood that employees will stay. It helps them feel informed, valued and productive, which fosters a positive experience and reinforces their decision to join the company.
2. Boosted productivity:
Employees who have a positive onboarding experience are 50% more productive than those who do not. By understanding their role quickly, they are able to contribute meaningfully from the start.
Effective onboarding equips employees with the tools and knowledge they need, making them more confident and competent in their roles. This preparedness translates into better performance and a higher quality of work.
3. Building a strong workplace culture:
Onboarding is one of the first exposures a new hire has to an organisation’s culture. This is an opportunity to introduce new employees to the company’s values, beliefs, and behaviours.
A strong culture aligns employees with the organisation’s mission and values, fostering a sense of belonging and commitment. This alignment not only helps with immediate engagement but also sets the tone for how employees approach their work and interact with colleagues.
Onboarding practices at Hertfordshire County Council
At Hertfordshire County Council, we have developed a comprehensive onboarding process designed to make new hires feel supported and integrated from the start. Our approach includes the following key practices.
Legal compliance and electronic self-service:
We ensure all legal documentation and compliance requirements are met, which helps new hires start their roles without delays.
Through electronic self-service, employees can complete necessary documentation conveniently, creating a smooth transition into the company.
Pre-board contact with managers:
Before their first day, new hires have a chance to connect with their managers. This initial contact provides an opportunity to ask questions and build rapport, easing some of the anxiety that can accompany starting a new role.
Pre-arranged logistics:
We take care of logistics such as setting up IT equipment, ID badges, and access passes in advance, so new hires do not have to worry about these details on their first day. A seamless setup process allows employees to focus on what matters most: their role.
Meeting in person during the first week:
Within the first week, we arrange an in-person meeting to help new hires feel personally welcomed and supported. This interaction allows them to start building relationships and feel like part of the team right away.
Piloting a post-call with recruitment:
After the onboarding process, recruitment are piloting a follow-up call with the new hire to assess how things went and address any further questions or needs. This ensures a continuous support structure for the new hire.
Induction checklist and buddy system:
An induction checklist ensures that new hires go through each essential step, from completing mandatory training to learning about workplace policies. This structured approach leaves no room for uncertainty.
New hires are also assigned a buddy, a colleague who can answer questions and offer informal guidance. This system provides an additional layer of support and helps new employees build relationships in a friendly, accessible way.
The results of effective onboarding
Investing in a structured onboarding process has numerous benefits for both employees and the organisation. Employees who undergo well-planned onboarding programmes feel more confident, competent, and motivated. They understand the company’s culture, their role, and their place within the team, making them more productive and engaged.
At Hertfordshire County Council, we recognise the importance of onboarding and are committed to providing new employees with the support they need to thrive. By focusing on legal compliance, personal connections, pre-arranged logistics, and a welcoming environment, we aim to ensure that every new hire feels equipped to contribute meaningfully from the very start. After all, a great start sets the stage for a successful journey.
