6 errors in the personnel induction process - Emptor

The errors that companies make in the incorporation of personnel, or more commonly called employee onboarding, are common in business and in various industries.

Various studies have shown that 44% of workers leave within the first 6 months due to lack of proper training or lack of direction, while 26% leave due to co-workers or directors and managers who do not help.

However, 78% of companies that invest in employee induction see an increase in return on investment, and 64% of human resources decreased their turnover rate after prioritizing training and their induction processes.

It is clear that employee induction is essential to retain talent, but how do you know which areas of onboarding or employee induction have problems? We mention 6 common mistakes that companies make in their induction processes.

1. Zero Training in Employee Induction

If the employee induction process lasts less than a day, it represents a problem. Let’s analyze: What industries have the highest turnover rates? Customer service, workers in the fast food categories, hospitality/hospitality, and retail sales associates do not receive training or their processes last less than a few hours.

In this industry, it represents a major challenge because 89% of consumers, according to studies, make a purchase after a great positive customer experience.

Some reasons to invest in training:

Customers are willing to pay for a great experience.
Good customer service leads to more brand-loyal customers.
An increase in revenue/average ticket and customer satisfaction.
Trained elements can easily sell products.
It is better to train staff to reduce avoidable errors.

2. Overloading New Collaborators

Information overload is as counterproductive as lack of training. According to various studies, overload affects information retention and overload or burnout is generated by excess information, increasing anxiety and decreasing performance.

An employee induction strategy that takes its time is the most appropriate way to avoid overload and the most common incorporation errors. Ideally, the process should take a minimum of 3 months but should not exceed one year. Creating a library/e-learning system and internal company learning can help train employees continuously.

3. Total Lack of Induction

Companies want to finish the process as soon as possible; the ideal is to show:

A breakdown of the company’s products or services.
A guide to the company’s policies.
A list of items: company email, contact list, organizational chart.
Dress code.
Support materials.

To create a welcome package, think about the following questions:

What stresses out a new collaborator?
What possible questions about processes may arise?
In their daily life, what doubts can hinder them from achieving their goals?

Let your new collaborators know that they can go to human resources if they have any questions.

4. Not Addressing Generational Gaps

Equality is a relevant factor in 2022; each generation has a different background and learns differently. For example:

Baby boomers prefer to have personal support from the human resources department.
Generation Z finds it convenient to access a knowledge library through e-learning.

It is preferable to always keep in mind that an employee’s age can affect all aspects of the induction or onboarding process. The way talent is attracted and retained can change according to how they are trained within the company.

5. An Unstructured Employee Induction Process

Adding flexibility does not mean that it is entirely appropriate without a structure. An organizational flow chart will help you ensure that your employees have a clear path.

A list of basics would be:

Send an offer letter.
First visit to the office, introduce the new employee to the team.
Early incorporation: Share relevant information about the employee’s role.
Welcome kit.
Ongoing commitment: organize team building events.
Identification, work team, computer equipment, a package of business cards.

6. Clear Goals and Expectations

Unclear expectations generate anxiety, so it is necessary to implement a process to monitor progress. Use SMART goals (specific, measurable, achievable, relevant and scheduled) to track the company’s objectives.

As your new employees progress through the process, consider their feedback and use it to increase the job satisfaction index. A clear employee induction process will allow you to attract and retain the best talent.

Frequently Asked Questions

Q. How long does employee onboarding usually take?
A. The duration of employee onboarding can vary by organization and position. Some companies may have a formal process that lasts several weeks or even months, while others may have a more informal process that lasts only a few days.

Q. What should be included in an employee onboarding program?
A. An effective employee onboarding program should cover a variety of topics, such as the company’s culture, policies and procedures, job expectations, performance goals, training and development opportunities, and benefits and compensation. It may also include presentations from key personnel and an overview of the company’s history and mission.

Q. Who is responsible for employee onboarding?
A. The human resources (HR) department is typically responsible for employee onboarding. However, the hiring manager and other team members may also be involved in the process, especially when it comes to providing job-specific training and support.

Q. How can organizations measure the effectiveness of their employee onboarding program?
A. Organizations can measure the effectiveness of their employee onboarding program by tracking employee engagement, turnover rates, productivity levels, and other key performance indicators. They can also collect feedback from new employees to identify areas for improvement and make necessary adjustments to the onboarding process.

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