Onboarding is a critical process for engaging new hires. First impressions count and no employee wants to arrive the first day with a pile of paperwork to complete and without the necessary equipment. The best onboarding programs enable new hires to begin contributing quickly, reduce employee turnover, and increase retention.
SHRM has identified the following 4 C’s to create a successful onboarding program:
Compliance is the lowest level and includes teaching employees basic legal and policy-related rules and regulations.
Clarification refers to ensuring that employees understand their new jobs and all related expectations.
Culture is a broad category that includes providing employees with a sense of organizational norms— both formal and informal.
Connection refers to the vital interpersonal relationships and information networks that new employees must establish.
Here’s how technology can help you accomplish the 4 C’s of onboarding:
Compliance: The first step is enabling new hires to access and complete company and government documents online via an employee onboarding portal. HR can then easily monitor document completion, ensure documents are only accessible to those who require access, and set retention policies so that documents are retained for the appropriate amount of time.
Clarification: By providing access to an HR knowledgebase, you can give employees all of the relevant HR-related information they need to complete the onboarding process. You can also provide information related to first day FAQs. New hires will be able to access this knowledgebase for more information throughout the employee lifecycle.
Culture: You can brand the employee onboarding portal to reflect your corporate identity. In this way, employees are immersed in company culture before their first day on the job. Company mission and value statements, as well as welcome videos and images, can also be included on the employee portal homepage or in the HR knowledgebase.
Connection: It is important to also include a way for employees to easily communicate and connect with HR through the employee onboarding portal. If an employee has a request, he or she should be able to fill out a form, and then chat directly with the HR manager in charge of that request.
Applying UX principles to EX: Enhancing the employee user experience
When companies think about user experience (UX), it’s almost always in the context of the customer. How is the customer interacting with the website’s interface? Are they able to navigate it easily? Are they finding the support resources they need? But as organizations dedicate more time and energy to improving the employee experience (EX), they’ll also have to broaden their understanding of UX—optimizing the employee user experience across their internal systems. When it’s time to maintain, upgrade, or replace your business’s HR software, here are some tips to help you improve the employee user experience—and boost your overall EX.
A framework for getting started with employee experience design
Improving your organization’s employee experience (EX) holds a lot of promise. It’s been shown that a thoughtfully designed EX can result in higher engagement scores, lead to happier customers, and even give your organization’s bottom line a boost. But there has to be a drawback, right? If so many overarching business goals can be traced back to EX, why isn’t every company boasting success?
The financial ROI of employee experience: Stats for your business case
Most HR leaders have accepted the term employee experience (EX) as much more than just a conference room buzzword. It’s a real, strategic initiative that impacts engagement scores along with bottom and top line business results. But while you in HR may recognize this, the reality is your executive team may not. Getting the resources to improve EX can be a struggle when these initiatives are perceived by higher-ups as cost drivers instead of revenue drivers.