Does leadership onboarding work?
- Higher job satisfaction.
- Organizational commitment.
- Lower turnover.
- Higher performance levels.
- Career effectiveness.
- Lowered stress.
- A written onboarding plan. A formal document, or roadmap, that outlines the specific timeline, goals, responsibilities and support available to new hires will help them succeed because it spells out what they should do and what assistance they can expect. The most effective onboarding plans are usually written, communicated to all members of the company, consistently applied and tracked over time.
- Stakeholder meetings. Proactive/ Level 3 organizations often create check-in meetings at specific intervals to help new employees get the information they need in a timely manner. Many stakeholders should be involved in these onboarding meetings, and the schedule should identify who is involved at what point in time. With regular “touching base” meetings, potential problems can be solved before they expand into large problems.
- Onboarding online. Some organizations use technology to deliver initial orientation programs, but one study shows that benefits may not be quite as positive in computer-based orientations. Researchers compared employees taking part in a regular, face-to- face orientation to those in a computer-based orientation and found less understanding of the job and the company for those in the computer-based version. Technology also can be used to follow the boarding process, automate basic forms, track progress against development and career plans, and help stakeholders monitor new employees to see when they may need additional support. About 68 percent of Level 3 organizations have onboarding systems that are partially or fully online (Bauer and Elder, 2006).
- Coaching and Support. As mentioned above, stakeholder involvement is extremely valuable for successful new employee onboarding because stakeholders can help newcomers manage and meet expectations (Chatman, 1991). Stakeholders include those involved in hiring, training, HR, and normal coaching and support. They can influence new hires by not only sharing information but also serving as role models to be emulated.
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