Why You Should Audit Your Employee Onboarding Process
An effective onboarding process is critical to growing your company. It cannot be ignored. First and foremost, onboarding covers all the necessary legal paperwork for bringing on a new employee and ensures your company is compliant with state and federal laws.
Beyond that, successful onboarding programs reduce employee turnover, jumpstart their productivity within your organization, and help new employees smoothly integrate with your team. It’s the most effective way to enforce your company’s culture and brand, rolling everything and everyone into one cohesive unit.
Auditing Your Onboarding Process
How do you know if your current onboarding process is effective? Start with a good ol’ fashioned audit. Establish a committee of leaders across the core departments in your company: executives, human resources, payroll, marketing, etc. With this team, review your current process in depth.
Another good way to audit your process and see how well it performs is to ask your employees, new and old. How did the process go for them? How did they receive (and retain) important company information? Did they have assistance with paperwork? What went well? What could have gone better?
In addition to a computerized and anonymous survey, you can dispatch members of the management team to have informal one-on-one conversations with your people.
What are you looking for with this audit? First, to ensure that each employee is completing required paperwork in a timely manner. Are they spending their first day on the job alone in a conference room completing forms? You also want to learn how your company’s core values and culture are presented to new team members. How are they getting introduced to important company information and key contacts? It’s important to gauge how much time they are spending with their new coworkers and what they are learning from and about them.
Onboarding Best Practices
Now that you have an understanding of your current process, be honest. Does it need work? Here are a few best practices for updating your process.
- Provide employees with a welcome kit. The first few days at a new job can be chaotic and overwhelming for new employees. Providing them with a kit that answers all their important questions will help them get to know the company and also give them something to refer back to when they inevitably have questions. Include your handbook, values, policies, and FAQs. You could even step up your game with some company swag.
- Automate the paperwork. Use software, like Fastpay, to go paperless with your new hire forms. This is an easy way to track the completion of paperwork and ensure compliance. It simplifies the process and is much less boring for the incoming employee.
- Introduce them to the team and the space. Make sure they meet as many people as possible during their first week in the office. Give them a tour that includes their workstation, the bathrooms, the kitchen, the house rules, etc.
- Let them get to know their department. Give them opportunities to have one-on-one and group meetings with their department. Train supervisors to tell them what success looks like in their role. Get them up to speed on the 60, 90,180-day goals for their role.
- Ask for feedback. You can do this through a survey after a set amount of days, through one-on-ones or both.
- Never stop improving. Onboarding is not a “one and done” thing. It’s a process that needs to grow and evolve at the same pace as your company. Make a plan to audit your process regularly.
A Better Way
FastPay is more than payroll. We offer a full suite of onboarding tools that automate the paperwork, empower employees to manage personal information with self-service options, and a customizable portal to improve your internal communication. All of these tools create an immersive experience for your employees that starts before their first day and continues throughout their time with your company.