7 Common Problems With Onboarding New Hires

The first few months for a new employee at your company can significantly influence their future success. An effective onboarding process equips new hires to integrate and perform well quickly. They can contribute effectively by providing essential education, information, tools, and training. 
However, many companies encounter common onboarding challenges that can impede a new hire's progress. Identifying these issues allows employers to address and resolve them before they become problematic. Let’s explore the vital role of onboarding and the prevalent challenges it faces.

Information Overload

Reflecting on your last job start, the first day often feels like a whirlwind. You're inundated with information and meeting many new faces. Employers typically aim for immediate productivity, leading to a hurried onboarding process.

However, those initial days should prioritise helping new hires settle into their roles and learn job responsibilities effectively. The aim is to foster a positive experience from the moment they join your company.

Conduct structured training sessions and share information to help newcomers thoroughly understand their roles. For instance, provide a checklist of tasks to complete during their first three weeks. 

Instead of continuous training, give new team members time to digest information and explore independently. This is crucial early on when they are still getting familiar with company processes. Downtime also allows new employees to build connections and engage with their colleagues.

Utilise Employee Onboarding Software

A centralised solution for storing essential employee details is key. It enables your team, including hiring managers, to swiftly access the latest and most accurate data, reducing the risk of misunderstandings.

For a streamlined employee database, choose onboarding software that integrates with an applicant tracking system or a comprehensive talent management platform. This allows the information collected about new employees to seamlessly connect with your performance management, payroll, and HRIS systems.

Consolidating your data in one location enhances transparency and accountability. For employee cards, use an MRZ reader API to capture employee information easily and accurately in your HRIS. 

Slow Onboarding Process

Starting a new job is undoubtedly thrilling, but let's admit it, the paperwork can be quite the mood killer. Research shows that the typical onboarding process for new employees involves 54 tasks, including filling out forms. A slow onboarding process with endless paperwork leads to frustration and delays for newcomers.

Streamline your onboarding and utilise electronic forms and e-signatures. Initiate the process before the first day by sharing essential company information and setting up access to necessary tools. This proactive approach lets you jump-start before the official start date. With this method, new hires can transition smoothly through onboarding, allowing them more time to concentrate on understanding their roles and integrating with their teams.

Lack of Preparation, Structure, and Organisation

Many companies, especially startups, lean towards an informal, laid-back culture, believing it encourages innovation. However, regardless of the casual environment, it's crucial not to handle onboarding in an unstructured or impromptu manner.

^{This may interest you: How to Make Onboarding Easier and More Effective: 5 Ways}

Even the most creative employees, who cherish the freedom of a relaxed workplace, need a sense of belonging to thrive within a team and meet productivity goals. Consider the onboarding process as a chance to deeply integrate new hires into your company culture. Some effective strategies include utilising your productivity tools, if your team relies on platforms like Trello or Slack, create a dedicated channel for newcomers.

Engage your marketing team; some organisations have implemented "drip campaigns" where new employees receive regular communications from leadership, managers, HR, and future colleagues before their start date. Additionally, if branded merchandise is common, ensure new team members receive some company swag upon joining.

Unclear Expectations/Goals

Employees often start with enthusiasm, but this can quickly fade. One key reason for declining motivation and poor job performance is unclear goals and expectations. Misunderstandings can largely be avoided by clearly communicating what the employee needs to achieve at every stage.

While details differ among companies, outline what the new hire should contribute and how they'll assess their success. This clarity begins with the job description, which can act as a foundational vision or mission statement. Share key performance indicators that will reflect success immediately, in 30 days, in 90 days, and over a year.

Staying Consistent

While it might be essential to adjust your onboarding program, aim to maintain consistency in your training processes. Unforeseen disruptions and events can occur that are beyond your control. Nevertheless, onboarding checklists should be used to guarantee all employees receive the same information.

Frequent changes to your onboarding methods with each meeting can confuse employees and complicate your role. Before initiating an onboarding session, Maintain a list of activities, objectives, and required documents.

Role-Specific Onboarding Information

While training your employees across various areas of your company might be tempting, this approach can overwhelm them and prove ineffective. When onboarding new employees, ensure the information you provide directly applies to their roles. 

^{Read more: 5 Ways to Make Onboarding More Collaborative – And Why You Should}

For instance, HR onboarding shouldn't cover product sales; instead, it should emphasise team introductions and foster connections, like introducing new HR professionals to the current HR team. Some information will universally apply across the company, but onboarding details should be specific to your new hires' roles. Focus on delivering job-relevant information only.

Endnote

The onboarding process is essential for successfully integrating employees and ensuring organisational success, but challenges often impede new hires' adjustment and productivity. Common issues include poor communication, unclear job roles, and a lack of social connection, leading to a fragmented experience for new employees. To tackle these challenges, organisations must take a proactive stance, highlighting the value of structured onboarding programs that offer clear direction and create a supportive environment.

^{Leaderonomics.com is an advertisement-free website. Your continuous support and trust in us allow us to curate, deliver and upkeep the maintenance of our website. When you support us, you enable millions to continue reading for free on our website. Will you give it today? Click here to support us.}