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Although many businesses have had to reduce their workforces because of the COVID-19 pandemic, others are hiring or may start adding employees in the weeks or months ahead. A thoughtful onboarding program has become more important than ever in today\u2019s anxious environment of safety concerns and compliance challenges.<\/p>\n
Crucial opportunity<\/strong><\/p>\n Onboarding refers to \u201c[a formal] process of helping new hires adjust to social and performance aspects of their new jobs quickly and smoothly,\u201d according to the Society for Human Resource Management.<\/p>\n Traditionally, a comprehensive onboarding program\u2019s objective is to deliver multiple benefits to the company. These include stronger employee performance and productivity, higher job satisfaction and a deeper commitment to the business. New hires who are properly onboarded should also experience reduced stress and an enhanced sense of career direction.<\/p>\n What\u2019s more, an onboarding program allows you to be crystal clear about compliance procedures, HR policies, compensation and benefits offerings. In other words, this is a crucial opportunity for you to explain to a new hire many issues, including all the measures you\u2019re using to cope with the COVID-19 crisis.<\/p>\n 3 parts to a program<\/strong><\/p>\n What does a comprehensive onboarding program look like? Specifics will depend on the size, industry and nature of your company. Generally, however, an onboarding program can be segmented into three parts:<\/p>\n 1. Preparing for the job.<\/strong> The onboarding process should begin before<\/em> a new hire starts work. This involves steps such as discussing his or her specific acclimation needs, choosing and preparing a workspace (or introducing the platform and procedures for working remotely), and designating a coach or mentor.<\/p>\n 2. Optimizing day one.<\/strong> As the saying goes, \u201cYou never get a second chance to make a good first impression.\u201d An onboarding program might involve an itemized start-date schedule that lays out everything from who will greet the new employee at the door \u2014 or who will conduct a first-day video call \u2014 to what paperwork must be completed to a detailed itinerary of meetings (virtual or otherwise) throughout the day.<\/p>\n 3. Following up regularly.<\/strong> Even a great first day can mean nothing if a new hire feels ignored thereafter. An onboarding program could establish continuing check-in meetings with the employee\u2019s direct supervisor and coach\/mentor for the first 30 or 60 days of employment. From then on, interactions with the coach\/mentor could be arranged at longer intervals until the employee feels comfortable.<\/p>\n When the time is right<\/strong><\/p>\n Onboarding in the year 2020 and beyond involves so much more than giving new employees their marching orders. It entails helping a new hire feel safe, supported and fully informed. We can help you calculate when the time is right to expand your workforce and accurately measure the productivity of workers added to your payroll.<\/p>\n \u00a9 2020<\/em><\/p>\n <\/body> Although many businesses have had to reduce their workforces because of the COVID-19 pandemic, others are hiring or may start adding employees in the weeks or months ahead. A thoughtful onboarding program has become more important than ever in today\u2019s anxious environment of safety concerns and compliance challenges. Crucial opportunity Onboarding refers to \u201c[a formal] […]<\/p>\n","protected":false},"author":3,"featured_media":14956,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31,14,32],"tags":[23],"class_list":["post-14957","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-accounting","category-business","category-tax","tag-business"],"_links":{"self":[{"href":"https:\/\/www.sfw.cpa\/news-and-guides\/wp-json\/wp\/v2\/posts\/14957","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sfw.cpa\/news-and-guides\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sfw.cpa\/news-and-guides\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sfw.cpa\/news-and-guides\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sfw.cpa\/news-and-guides\/wp-json\/wp\/v2\/comments?post=14957"}],"version-history":[{"count":0,"href":"https:\/\/www.sfw.cpa\/news-and-guides\/wp-json\/wp\/v2\/posts\/14957\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sfw.cpa\/news-and-guides\/wp-json\/"}],"wp:attachment":[{"href":"https:\/\/www.sfw.cpa\/news-and-guides\/wp-json\/wp\/v2\/media?parent=14957"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sfw.cpa\/news-and-guides\/wp-json\/wp\/v2\/categories?post=14957"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sfw.cpa\/news-and-guides\/wp-json\/wp\/v2\/tags?post=14957"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
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