In any business, onboarding plays an exceptionally pivotal role. It is the bridge that converts a promising recruit, for whom substantial resources have been expended in the acquisition process, into an efficient part of the company's machinery. The first 90 days of a new employee's journey are crucial, as this period should be spent clarifying their defined roles and evaluating their performance.
An essential component of successful onboarding is a well-defined manual and outline. Operating without one is akin to flying blind. The result: inevitable omission of vital information and increased variability. We should aim for a systems-based process to onboard individuals consistently and reliably. This process necessitates thoughtful planning, careful documentation of each step, and the provision of clear objectives to the employees.
For instance, if a task is a part of their job, employees should be able to comprehend it through clearly outlined written instructions, one-on-one training, or an instructive video. Once training is provided, we can hold them accountable to comply with it. However, repetition is key; expecting them to perform flawlessly after a single demonstration would be unrealistic.
Using physicians' onboarding as an example, it often becomes a struggle to onboard physicians. While they have had a rigorous training regime through medical school and residency, and may even have experience across multiple jobs, every new environment poses unique policies and procedures. This unfamiliar terrain can lead to dissatisfaction if not navigated correctly with adequate resources.
Adequate time for training is imperative. However, employers often resist the idea due to the associated costs. They aim for the new recruit to hit the ground running and start generating revenue. If not equipped with the right skill sets, however, dissatisfaction sets in, productivity lags, and burnout looms, especially in high-stress jobs like those of physicians.
There's also a flip side to this issue: the onboarding training needs to match the individual's needs. If a seasoned physician is made to follow another physician for a few days, it could lead to boredom and dissatisfaction. Instead, companies could create videos or handbooks to familiarize them with the procedures before their first day, ensuring a smoother transition.
Lastly, regular check-ins are crucial during the first month of employment. Ideally, the manager or employer should interact with new hires weekly to address their questions and concerns. This open dialogue fosters an atmosphere of respect and value, thereby motivating employees to give their best.
An extensive onboarding program consists of the initial recruitment phase, where an ideal candidate is identified and subsequently set up for success. Their roles and responsibilities are defined, the necessary training to complete their tasks is provided, and regular check-ins ensure their smooth transition into the team. With an effective onboarding program in place, the company not only sets its new hires up for success but also guarantees a high return on its investment in them.