In today's rapidly developing business world, it depends success each organization to a large extent from quality a Effectiveness its employees. As HR experts, we understand that attracting top talent is becoming increasingly difficult, but it is still just beginning working with new people. Equally important is retaining them on the team and subsequent care. One of the key elements of this process is a well-structured onboarding a adaptation program for new employees. In this blog, we will discuss the importance of onboarding and adaptation.
Onboarding, which is often underestimated, is the process by which new employees acquire the necessary knowledge, skills, and behaviors to become productive members organizations. Adaptation on the other hand focuses on helping employees integrate into firmware cultures and work environment. These processes are more than just paperwork and orientation meetings – they are investments in future success your employees.
What do the statistics say?
Employee retention rate: research from the Society for Human Resource Management (SHRM) has shown that it is more likely for 69 % employees will remain with the company for at least three years, if they had Good experience s starting your new position.
Increasing New Hire Productivity A Glassdoor study states that organizations with a well-managed and sophisticated onboarding system achieve productivity new employees o 70 % higher, than companies without adaptation.
Cost savingsThe costs of employee turnover are a significant problem for businesses. According to a Work Institute survey, employers incur up to 33 times the annual salary Hiring a replacement for an employee who left during onboarding. Investing in onboarding and adaptation can significantly reduce these costs.
Engagement employee turnover is an increasingly discussed topic. A survey by Profesia, conducted on a sample of 1,000 respondents from the first half of this year, showed that 34 % employees felt peaceful a motivated. Until 39 % employees declare that they are at work demotivated a restless. A well-designed onboarding and adaptation program will help significantly increase employee engagement, leading to better performance and job satisfaction.
Agreement with company values: A BambooHR survey found that 54 % employees, who stated that their new job value Doesn't fit, left within the first year. Onboarding programs help employees align with the organization's values and culture, thereby reducing the likelihood of early departures.
The human elementIt's important to remember that behind these statistics are real people. Effective onboarding and integration aren't just about checking boxes, but about making employees feel appreciation a welcome. A positive onboarding experience can lead to lasting loyalty and engagement.
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Key elements of effective onboarding and adaptation
Clear expectationsEnsure that new employees understand their tasks, responsibilities, and performance expectations from the start. On the other hand, it is important to understand your new employees' expectations and align them with the job they are hired for.
Proper onboarding of a new employeeassign mentor or buddy-hosts who will accompany new employees through their initial phases and provide them with a sense of support and belonging, explain relationships, and guide them through their first days in the workplace.
Adaptation ManualHave material ready that will guide the newcomer through the first few months. An onboarding manual is a great help for a new employee and should contain information important for quick orientation at a new job and description individual steps adaptation program.
Training and Developmenthave it prepared and clearly described system education, and thus both theoretical and practical. Explain ho novice and ensure they understand and are comfortable with this system.
Feedback and communicationCreate space for enough open communication with a newcomer and provide them with regular feedback to track their progress. Regular giving late bonds is often an underestimated factor that can play a key role in whether a newcomer survives their probationary period and the first year at the company. Simply put, if you like something – tell them; if you don't like something – also tell them. And of course, ask for feedback from the newcomer, you can learn a lot and get inspired.
How do our new employees, Adriana and Samo, perceive the adaptation at Trigone?
Adriana Briššová:
„From my perspective, adaptation is very important for both the employee and the employer. During adaptation, both sides get to know each other, and it's important that the feelings and impressions on both sides are positive. It's important that the employee feels supported by superiors and colleagues, that they are integrated into the team, and that they are familiar with the work and activities that await them during the day. Personally, I am helped by the support of colleagues. I try to help those around me and try to have a positive impact on my environment. A good team and willing colleagues are the foundation for a new colleague's adaptation. Personally, it helps me a lot when I am given trust because I value it and then I try even harder not to disappoint the expectations and trust, but on the contrary, to do everything to succeed and show that I have earned the trust.
Another important point, and something that helps me personally, is to set goals. Knowing what I want to achieve and complete in the short term (meaning what I should know and accomplish this month, as well as where I should be in 3 months regarding independence and goals), and also a longer-term goal: if I continue systematically, where I could be in a year. This is important to me from a motivational perspective, which I also consider a key aspect of adaptation. If an employee is motivated during adaptation, they will integrate more quickly into work activities and also into the team, as they will always want to progress.
The best way for me to adapt to new work activities is through practice. From past experiences, I can say that you can't learn anything perfectly in theory as you can when you actually try it, and the more times we do it, the better we will know it. I can compare it to my experience with sports (the more times I kicked the ball, the more perfect the kick was). When someone does something for the first time, it's not perfect, but when they do it for the fifth time, it's much better, so for me, there is no better way to learn than learning by doing.
Of course, with every adaptation come concerns about what awaits me, whether I can handle it, and if my colleagues will be satisfied with me. But what helps me is that I always believe in myself and am brave. I always tell myself, "What's the worst that can happen to me?" and I realize there's nothing to be afraid of. It's normal to have stress and worries, but you always have to believe in yourself and try your best :)“
Samuel Tatliak:
„Every organization has its own culture. This includes the organization's values, how people communicate, dress codes, working hours, and other aspects. Learning to function within this new culture is mainly necessary for effective collaboration within a new team. It is important to respect others and how they operate. I had concerns about how I would fit into the new culture, mainly due to the age difference, because you can't deceive that. Despite these concerns, I realized that building positive relationships with colleagues and superiors is an integral part of adaptation. This can include learning to work with a new team, understanding team dynamics, and fitting into social activities or gatherings.
Each company has its own set of standard procedures and rules. This can encompass everything from specific project management methodologies to more mundane, yet equally important, aspects such as filling out a timesheet or requesting annual leave. Adapting to these processes has required my flexibility, as each company has its own unique process setup.
Many tasks in the new job require the use of specific software tools or technologies. For example, the company might use certain project management tools, collaboration software, or databases. In my adaptation, I learned to work with new software that I had never used before, but since I have been regularly working with computers and various other software for several years, this was not a problem for me.
Change always brings some degree of stress, which is completely natural. Everyone comes to a new job from a different background – some from another job, others are recent graduates, and some may still be studying. These changes can be challenging and stressful, which needs to be taken into account during adaptation. Despite these challenges, I try to approach new situations with a positive attitude, and thanks to the supportive atmosphere among my new colleagues, I haven't experienced much stress.
I didn't have concerns at first, but they are slowly starting to arise as the train really gets going. Will I be good enough? Can I perform well long-term, or will I get stuck on something? Thoughts like these sometimes bother me, but I try not to pay them too much attention. In every new situation, we can feel uncertainty or fear. Such feelings are normal, and without them, we wouldn't even be human, but it's important to work with them.
What should be added in conclusion?
As HR professionals, we are responsible for ensuring that new employees feel good about their new workplace and have a positive experience. In addition to clear benefits in the form of higher productivity, reduced turnover, and increased employee engagement, a secondary (or primary?) motivation should be building the company's reputation in the job market. And positive employee references best contribute to this.“
If you are considering revising your onboarding program or are still hesitant about implementing such a program at your company, we would be happy to provide our expert perspective on this topic.
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