Why good onboarding practices matter

Negotiating businessman

Employers and employees in the care and support sector are not always aligned when it comes to the onboarding process, according to a recent Boosting the Local Care Workforce (BLCW) Program survey.

Results from surveying a range of service providers and employees indicate a misalignment between employers’ onboarding priorities and the onboarding experience delivered to their employees. There are two critical takeaways for employers, with survey results highlighting that employees benefit most from:

  • A plan for their first month at the organisation; and
  • Clearly defined role and performance expectations.

Furthermore, BLCW’s research highlights the importance of leadership and prioritising two-way communication to foster alignment between employers and new recruits, prior to commencement and throughout the onboarding period.

Thinking strategically about the onboarding experience is highly beneficial for employers, with research suggesting that a well-designed process could result in 50% greater retention rates and 62% greater productivity in new recruits.

Key elements of a successful onboarding strategy include:

  • Providing a comprehensive induction and orientation process where the new employee is supported in understanding the business’s processes, technology, policies and procedures, and an understanding of their own responsibilities.
  • Providing a plan for the first few weeks in the business.
  • Establishing regular one-on-one time with direct managers and assigning employees an appropriate a mentor.
  • Setting up adequate time to meet with relevant teams within the business, key stakeholders, and senior leaders to discuss the business’s vision, culture and values.
  • Regularly checking in with the new employee and monitoring how they are settling into the new role.
  • Creating a two-way dialogue, promoting unison between employer and employee and their expectations of the onboarding experience.