What are onboarding activities

Top 7 benefits of an employee engagement software

 What is onboarding?

Onboarding is the process of assimilating a new hire into a company and assisting them in becoming acquainted with their new position, the company culture, policies, procedures, and the people they will be working with. Making the transfer as easy as possible for the new employee is the aim of onboarding, which enables them to quickly contribute to the team and feel appreciated.

What is onboarding?

Orientation, training, meeting the new employee’s colleagues, giving them access to the necessary tools and resources, and establishing expectations are all common parts of the onboarding process. It might also entail assigning a mentor or companion to assist the new hire in adjusting to their new position and address any queries they may have.

A successful onboarding process is crucial for the new hire as well as the company as a whole. Increased job satisfaction, higher retention rates, and increased productivity are all possible results.

 What are onboarding activities?

Setting goals: A common reason new employees lose their enthusiasm is an unclear understanding of the demands and expectations of their jobs. Even though it’s less enjoyable than a scavenger hunt, it’s important to set aside time early on to outline what the new hire is expected to contribute to the business, in what timeframe, and the criteria for success. This can originate from HR, the boss, or both, and your gamification platform will support it.

 What are onboarding activities?

Gamification: Gamification, or the use of game-like elements like points, competitions, and redeemable tokens to boost morale and strengthen teamwork, has acquired popularity with remote work due to the virtual nature of these applications. There are many platforms available to assist employers in setting up gamification initiatives.

. The following three are effective for induction and beyond:

  • A cloud-based platform called Battlejungle is designed for HR departments that want to increase teamwork, foster a positive work atmosphere, and decrease employee turnover. It is most effective for businesses with established new-employee training programs because it is more about esprit de corps than instruction.
  • A cloud-based e-learning platform that stands at the dynamic intersection of gamification, social media, and visual communications,” according to Edgagement’s mission statement. Given that training plays a significant role in onboarding, the learning-focused nature of the app is a good match for this function and enables HR teams to gather engagement data.
  • QuizGame is designed specifically for onboarding new hires through games and tests and can also be used to brush up on the knowledge of current employees.

Personalization: As part of your pre-boarding process, include a “get to know you” survey where you inquire about the new hire’s preferences and impressions. You could inquire about anything from t-shirt size and dietary restrictions to their preferred mix of in-office/work-from-home to their impressions of the hiring process and the reasons why they accepted your offer. This shows consideration for the hire as an individual.

Swag: We always appreciate gifts with business logos, and we trust your survey captured preferred sizes.

However, you should also take into account other considerate and practical presents that take into account the employee’s preferences and personal objectives. For a workplace environment, a “welcome” sign is ideal, whereas a home worker might get an ergonomic office setup kit.

Mentoring: Give more experienced team members to guide new hires until they are comfortable. The mentor’s duties include making introductions, outlining company Zoom etiquette, and asking the employee to participate in activities like lunches and after-work get-togethers. They also include providing informal answers to questions about the job, the company, and department processes.

Buddy system: If you’re hiring several people at once, the buddy system pairs up new hires so that no one feels isolated and alone but rather like a part of a group embarking on an exciting journey. Based on variables like geography, role, department, or survey findings, you can pair people. Give your friends plenty of time to bond and socialize during orientation and after.

Scavenger hunt: Take into account a real-world or online scavenger hunt to reinforce knowledge introduced during onboarding, such as the layout of a facility, a procedure they must follow, or locating the objectives that lead to the next stages in onboarding or some business swag.

Glossary: Give the employee a checklist or puzzle to complete as they hear a member of the staff uses a particular term. This will aid in acquainting the new hire with the lingo and ethos of the business.

Set up a welcome lunch: for newly hired employees and, if possible, invite coworkers, management, and even one or two business executives. If the welcome is going to be virtual, offer the new employee and their family a welcome lunch by shipping food or giving them prepaid credits on a food delivery app so they can select the menu of their choice.

 Phases of onboarding

 Phases of onboarding

Phase 1: Orientation

This initial phase introduces the new hire to the organization, senior leadership, and fellow team members. It is important that the content in this phase of onboarding remains consistent across your organization and paints a clear picture of what your organization stands for. 

Orientation typically includes the following elements:

Organizations use a variety of approaches for this phase of onboarding. While it is optimal to have at least the introductions be done in person, other elements of the orientation phase may be suited to a self-paced learning approach. Gamification can be also used to engage learners better and scale your onboarding program. 

Phase 2: Role-specific training

The second step of onboarding follows orientation with job training. Role training prepares a new employees for long-term success by teaching them about their daily tasks. Employees can perform the essential duties of their position with greater assurance once they are aware of what needs to be done.

The following components are frequently used in role training:

  • Examine the performance goals.
  • Job shadowing
  • Technical and Process Training
  • Safety Instruction

Interactive technology, like VR, can keep learners interested in the classroom to prevent generic and uninteresting training. For instance, students could practice job safety by working through various emergencies. Students can practice safety procedures in a simulation that includes all of the real-life noises and sights of the warehouse without endangering people or property. If employees have practiced the procedures in a VR setting, they are more likely to react appropriately in an emergency.

Phase 3: Change

The transition period, which takes place between 60 and 120 days, is the third stage. The new hire is transitioning to their permanent position at this stage of the onboarding process, and their immediate supervisor is their main resource for growth and support. Managers and front-line executives must possess the following abilities to assist new hires:

  • Successful collaboration
  • Growth and development tactics
  • the significance of veracity

Managers can learn crucial elements of leadership, such as coaching and feedback, using a blended method, and then put those skills into practice in a virtual reality environment. Leaders can see the immediate impact of their choices on employees by navigating difficult conversations in a virtual environment. Performing these tasks can assist organizational executives in improving their soft skills.

Phase 4: Ongoing Development

The final stage of onboarding is an ongoing development. This phase involves creating a plan for continued career and personal growth. By creating a long-term plan, employees can see how they can continue to contribute positively to and grow within the organization. This way, both the individual and the organization can reach their goals and achieve success. 

This stage usually involves the following elements:

  • Competency Assessment
  • Career Mapping
  • Individual Development Plans
  • Personal and Professional Goal Setting

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