An Important Leader Role: Onboarding New Talent
Why This Matters
The process of integrating new employees into an organization is a crucial step that can significantly impact their future success and retention. Familiarizing them with two aspects of their new environment is critical: the π°πΌπ»ππ²π»π and π°πΌπ»ππ²π π of their job.
Considerable research and effort are invested in both hiring and performance management processes, aiming to ensure the right individuals are placed in suitable roles and are supported in their growth and development within the organization. Understandably, a lot of attention is paid to these stages, but the importance of onboarding is often overlooked, and/or it's perceived primarily as an HR function.
The process of integrating new employees into an organization is a crucial step that can significantly impact their future success and retention. Familiarizing them with two aspects of their new environment is critical: the π°πΌπ»ππ²π»π and π°πΌπ»ππ²π
π of their job.
New employees are typically hired for their expertise or potential to contribute meaningfully to the work. While their background may equip them with foundational knowledge, on-the-job training is often necessary to familiarize them with content: the specific tasks, processes, and organizational expectations.
Equally important is the understanding of the context within which they will operate. This involves socialization into the organization's culture, norms, and team dynamics. Effective socialization reduces turnover risk, minimizes job ambiguity, and enhances job satisfaction and commitment.
Leaders need to plan for and participate in aiding new team members in getting acclimated to the organization. Paced, intentional efforts to promote a sense of belonging, introducing the new hire to existing roles, involving them in meetings and decision-making activities where appropriate, allowing them to observe and learn from experienced colleagues, and facilitating their understanding of implicit norms and practices are important. Equally important is soliciting feedback throughout the onboarding process to address any concerns or confusion, ensuring a smooth transition.
It's essential to recognize that the onboarding process should be tailored to individual needs and organizational contexts. Factors such as job setting, tenure, and individual differences should be considered when designing onboarding strategies. Ultimately, a positive onboarding experience enhances employee retention, job satisfaction, and performance, contributing to the organization's overall success.
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Solomon, J. (2024, March 5). Welcome! now what? onboarding for Success. Multi-Health Systems (MHS).
Ahadi, S., & Jacobs, R. L. (2017). A review of the literature on structured on-the-job training and directions for future research. Human Resource Development Review, 16(4), 323β349.
Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., & Tucker, J. S. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92(3), 707β721.