North State SHRM News & Legal Updates
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Updating your onboarding process might not be at the top of every HR professionals’ priority list, but it probably should be – especially if it’s been over a year since your last update.
Why? Because an outdated onboarding experience might be sending the wrong signals about a company – and causing needless confusion – at the very time when new hires are looking to understand their new employer and find their place in the organization.
If that’s not enough incentive, updating your onboarding also produces some major long-term benefits.
According to the Society of Human Resource Management (SHRM), 69% of employees are more likely to stay at a company for three or more years if they had a positive onboarding experience.
New employees who went through a structured onboarding program were 58 percent more likely to be with the organization after three years.
Organizations with a standard onboarding process experience
50 percent greater new-hire productivity.
The problem isn’t that we don’t believe quality onboarding
is important, it’s that we fail to recognize that it isn’t a “set it and forget
it” type of thing—it should be ever-evolving.
When was the last time you updated your onboarding process?
Was it six months ago? One year ago? Five years ago?
We get it—time flies. And while it might feel like it was just yesterday when you created your awesome new onboarding process, before you know it, a year has passed and it’s time to review, refine, and update again.
Here are some key reasons to update your onboarding experience.
The key to great onboarding is clarity. When you have a new employee join your ranks, you need to make it easy for them to understand all they can about what you do, how you do it, and how they fit into the big picture. And if the heart of what you do as a business shifts, you might need to double-check your onboarding communication to ensure everything is aligned and that you’re communicating it accurately.
Onboarding should make things clearer, not more confusing—so
make sure what you say is what you actually do.
Social integration and knowledge of culture are two more vital elements to great onboarding. And while your defined core values really shouldn’t change much, if you have gone through a cultural shift, you’ll likely have to update your onboarding materials.
Be warned: Not all cultural changes are apparent without reading the fine print.
For example, if you decide to include some office inside jokes with the intention of making the new hire feel welcome, you might have to actually put yourself through the process to confirm understanding. Do the jokes still make sense? If your onboarding materials tell your new hire that most people eat their lunch in the cafeteria, make sure it’s still true. While your core values may not have changed, behaviors and cultural norms of the office may have.
Lastly, you should update your onboarding experience if your employer branding has changed. It’s safe to assume that like your brand, your employer brand has evolved over time. And while you might not formally update your employer brand through brand guidelines, you can still look at the way you’re communicating to new hires and determine whether or not it feels like your organization.
Great onboarding leads to great things—increased retention,
a reduction in ramp-up time, and increased employee engagement. But it’s not
easy to get it right the first time around. Most onboarding processes go
through multiple iterations, revisions, and “rebrands.” But if you invest the
time and energy to refine your process, you’ll be one step closer to creating
an experience that will benefit your organization for years to come.
The post Why it’s always a good time to update your onboarding appeared first on HR Morning.
In a relatively slow year for benefits rulings, multimillion-dollar settlements were the star of the show. And amid the slew of settlements this year, two court rulings stood out.
McDermott’s Richard J. Pearl contributes to a Law360 article that breaks down the Ninth Circuit ruling allowing benefit plan managers to force fiduciary-breach suits into solo arbitration and the Tenth Circuit holding that insurers who determine workers’ profits from 401(k) investments aren’t fiduciaries.
Originally published by Law360, December 2019
As recruiters, we’re in the unique position of being able to really get under the skin of what our candidates are looking for, and how our clients can best turn those demands into reality. In 2020, our candidates continue to value soft benefits as a top priority when looking for a new role. For good […]
The representation of women as speakers and panelists at conferences and summits is low across most industries and types of gatherings, according to an analysis of more than 60,000 event speakers from 2013 to 2018. Women made up just under a third of speakers at events during those years.
An employee who was discharged because a benefits coordinator mistakenly believed he was totally disabled and unable to work could proceed with his claim of disability discrimination, a California appeals court ruled.
A hazardous waste treatment plant employee could not bring a court action for damages against his former employer for injuries he claimed he sustained due to workplace lead exposure, a California appeals court ruled. The employee was limited to remedies available through the workers’ compensation system.