Employee onboarding is a crucial element of the human resources management process, which can significantly impact the satisfaction, engagement, and performance of newly hired individuals. Properly conducted onboarding can also reduce staff turnover and increase loyalty towards the company. In this article, we will present the most common mistakes made during the onboarding of new employees and ways to avoid them, based on available data, research, and academic sources.
- Lack of a formal onboarding plan
According to research conducted by SHRM, 25% of companies do not have a formal onboarding programme. The lack of such a plan can lead to ambiguity regarding expectations for the new employee, as well as delays in providing essential information and training.
- Overwhelming amount of information at once
Introducing a new employee to the organisation often involves conveying a large amount of information on various topics, such as company policies, procedures, software, etc. According to research conducted by TINYPulse, 60% of new employees believe their onboarding was overloaded with information.
- Insufficient support from superiors and the team
Research has shown that support from superiors and the team is one of the most important factors influencing successful integration of a new employee. However, new employees often feel abandoned and deprived of necessary support.
- Inappropriate training and skills development
Training is a key element of the onboarding process, but it is often not tailored to the needs and skills of the new employee. Research indicates that 40% of newly hired individuals believe their training was not adapted to their needs.
- Lack of evaluation and measurement of onboarding effectiveness
According to research conducted by BambooHR, only 30% of companies measure the effectiveness of their onboarding process. Without measuring the effects, it is difficult to make improvements and implement changes.
The most common mistakes made during onboarding of a new employee include the lack of a formal onboarding plan, too much information at once, insufficient support from superiors and the team, inappropriate training and skills development, and lack of evaluation and measurement of onboarding effectiveness. To avoid these mistakes, it is worthwhile to develop a personalised onboarding plan, provide information gradually, ensure team support, adapt training to the needs of the new employee, and measure the effectiveness of the process.
Proper onboarding is crucial for the success of a new employee and their future engagement with the company. Therefore, it is worth investing time and resources in developing an effective onboarding process that will help avoid the mentioned mistakes and increase the chances of long-term success for both new employees and the organisation.