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The Critical Onboarding Process

Monday, December 29, 2014

Annually, U.S. companies spend over $164 billion on employee learning and development. And although that number may seem tremendous, many companies still neglect the most basic of training functions – onboarding. The process of training new talent plays an important role in increasing productivity, reducing employee turnover and creating an environment where workers feel valued. Onboarding should first seek to satisfy the most basic of social needs – the need to belong. New hires shouldn’t arrive to an empty cubicle and be forced to forage for supplies in disorganized storeroom. Management should plan for the new arrival. Computers, email addresses and phone lines should be set up in advance. Creating a welcoming environment will go a long way in reinforcing a new worker’s decision to stay at an organization. Management should also help the new recruit ingratiate themselves into office culture. Studies have shown that the leading factor contributing to high levels of job satisfaction isn’t pay, but having friends in the workplace. Ensuring a new employee fits in early on will help keep them engaged and productive.

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