When scoping out what to include in an onboarding program and how to deliver it, who better to look to than employees themselves. Having been through the experience (whether with you or with another company), they’re best placed to speak first-hand about it; what worked, what didn’t, and what was missing.
Gathering feedback from new hires themselves can also help build a stronger business case for onboarding, whether it’s introducing it or adapting it. Give them what they’re asking for and you’re on to a winner. But what are they asking for? In short, they want to learn how to do their job well. They also want to feel connected. And to be involved and immersed in the company as quickly as possible.
To help build a more detailed picture, it helps to review some of the standout stats taken from our onboarding study. This study revealed that, done well, onboarding makes new hires feel:
welcomed and valued (65%)
accepted by colleagues (63%)
less anxious as newcomers (62%)
clearer about their responsibilities (71%)
prepared to do their job (71%)
more productive, quicker (65%)
All positive but quite general. So we drilled down deeper and discovered the following…
Meet the manager
According to the same study, the number one concern employees (20%) have about their onboarding experience is cultural expectations. They want to know what their supervisor expects of them.
It’s no surprise then that meeting their manager on day one links directly with overall onboarding satisfaction. In fact, the satisfaction rate doubles (40%) for those who met their supervisor on their first day, compared to those who didn’t (20%).
Skills and processes
The second biggest concern according to our research (17%) relates to skills. Employees want role-specific training which is needed to do their job well. Research carried out by BambooHR also echoes this with 76% of people rating on-the-job training above all other aspects of onboarding training. They also (56%) feel that being assigned a “buddy” or mentor helps them become productive more quickly.
Although, worryingly, only a third of our respondents felt their onboarding training gave them the resources and tools they needed to do this well.
Clarity around responsibilities
BambooHR’s research also highlights the need to include job-related details. 23% of new hires who left a job shortly after their first day linked their decision to a failure to: “receive clear guidelines to what responsibilities were.”
Development
Career development is one of the main reasons people leave their jobs. And, according to a study by Sapling, it’s a definite must when designing an onboarding program. Why? Employees who feel their onboarding provided a clear plan for their professional development are 3.5 times more likely to strongly agree that their onboarding process was exceptional.
Culture and connection
People and culture fit are often among the most important things employees look for in future employers. This falls in line with the 17% of respondents of the aforementioned BambooHR poll who said: “a friendly smile or helpful co-worker” would have prevented them from leaving the company so soon after joining.
Delivery
And what about delivery methods? Does how you provide your onboarding impact how your new hires feel about it? Research suggests, yes. Higher levels of satisfaction (33%) were achieved when employees were onboarded using blended learning.
A new generation
It’s easy to group all employees together, but different generations expect and want different things from onboarding. In a separate study focusing on the workspace expectations of Generation Z, we included a section on onboarding. And discovered the following:
It’s easy to group all employees together, but different generations expect and want different things from onboarding. In a separate study focusing on the workspace expectations of Generation Z, we included a section on onboarding. And discovered the following:
62% of Gen Z employees agree onboarding equipped them with resources and skills to do their new job well.
67% agree that onboarding made them feel welcome and valued.
62% agree that onboarding has reduced their anxiety.
Most of these stats concur with more general research. But one standout area relates to culture.
From a commitment to diversity, equity, and inclusion to environmental responsibility, Gen Zs are highly socially conscious. 77% want to work for a company that cares about DE&I. 58% want their company to be more environmentally responsible. And 68% want to work in a company that is actively committed to social causes.
How does this relate to onboarding? Well, creating meaningful connections during those fragile first few days requires an onboarding experience that shares and showcases organizational values.
Let’s recap!
Understanding how new hires feel about onboarding and what they want it to include is essential to its success. Clarity around job roles, information about career development, an insight into the culture, and the opportunity to meet their manager early on, all rank high in their expectations.