4 Onboarding Trends for 2019Four trends were identified in SilkRoad’s 2018 Global Strategic Onboarding Report that organizations need to consider when it comes to onboarding new hires.
- Identify the audience. When we think onboarding, most of the time we think new hires. Time for that to change. Whenever there’s an employee status change, the organization needs to ask themselves, “Would an employee benefit from onboarding?” This includes promotions, demotions, and lateral transfers. It also includes mergers and acquisitions.
- Shift the goal. For years, the primary goal of onboarding has been job readiness. And while that’s still important, organizations are acknowledging that employee engagement might be a more strategic primary goal. Eighty percent (80%) of companies in North America indicated that engagement and retention take precedent over readiness.
- Build content to support the goal. I don’t know of a single organization that has a training program on how to conduct onboarding. We do for performance management and interviewing, but not onboarding. Maybe it’s time to start. Building out content for onboarding is ranked as the number one investment that organizations are making.
- Let content determine length. SilkRoad’s report shows the majority of onboarding programs last three months or less. Honestly, that’s simply not long enough. Before deciding how long onboarding will last, look at how much content needs to be covered. Then decide. And remember…there’s no rule that says onboarding can’t be spread out over several months.
How to Create Your Strategic InitiativeCreating a strategic onboarding plan doesn’t have to be complex or expensive. It doesneed to be thorough. Here are six steps to get the process started: Add a readiness component. I’ve always said the goal of onboarding is to make employees welcome and productive. And I still believe that’s true. But as more organizations add artificial intelligence technologies, it’s time to add a third component: ready. Not just ready for the job the employee has today, but ready to take on new opportunities in the future. This might include reskilling and upskilling. Get buy-in. No company initiative works without buy-in. It’s possible that the organization will start buying-in during the discussion about trends (above). But it might also take some extra support, especially if additional resources are necessary. Consider getting the buy-in of your “harshest critic”. If you can convince them this project is necessary, chances are you will get the support you need.
Strategic Onboarding Creates a Competitive AdvantageThe outplacement and executive coaching firm Challenger, Gray, and Christmas predicts that hiring in 2019 will be up over the past year. That means more talent acquisition challenges. And more onboarding. If organizations want to engage and retain the employees and they’re spending huge resources to hire, they’re going to have to do something different. Part of that difference is strategic onboarding.
P.S. If you want to learn more about strategic onboarding, schedule a demo to preview SilkRoad’s strategic onboarding solution. Technology will continue to be a key consideration in the transformation from basic to strategic onboarding.Image captured by Sharlyn Lauby at the SilkRoad Connections Conference 16