The integration of new employees is the process of integrating a new employee into a company and its culture, as well as obtaining a new rental the tools and information necessary to become a productive member of the team.
The integration of new hires into an organization should be a strategic process that lasts at least a year, say staff and HR experts, because the way employers manage the first days and months of the experience of a new employee is crucial to guarantee strong retention.
Start with the integration process
Finding the best candidates for positions in your organization is only part of the constitution of an effective team. The process of integrating new employees can be one of the most critical factors to ensure that recently hired talents will be productive and satisfied workers.
However, in certain organizations, Integration is often confused with orientation. Although guidance may be necessary – paper work and other routine tasks must be carried out – the edge is a complete process involving management and other employees who can last up to 12 months.
Before implementing an official integration program, employers must answer certain key questions to reach the team and membership in the higher management, in particular:
- When will integration start?
- How long will it last?
- What impression do you want the new hires to leave at the end of the first day?
- What should new employees know about culture and the work environment?
- What role will HR be playing in the process? What about direct managers? Colleagues?
- What kind of objectives do you want to set for new employees?
- How are you going to collect comments on the program and measure its success?
Once these questions have been answered, human resources and senior management professionals can develop an action plan to help new employees quickly assimilate business policies and work flow while fully familiar with the culture of the organization.
Creation of an integration program
“If we do not worry about integration before the employee's start, then we are far,” said Ben Peterson, CEO of Bamboohr, an HR technology company. “Rather than having a stack of items awaiting their signature, send them to the employee in advance, for the electronic signature. Give them their selection of advantages. Find the technology to help you automate the paper thrust process.”
As soon as new employees receive a job offer, they can also have access to the company's online integration portal, said Amber Hyatt, director of product marketing at Silkroad, a talent management solutions company.
“Here, they discover content designed to hire them, such as a friendly note from their manager, information of the first day, welcome messages and photos of new teammates, a glossary of the company's acronyms, a virtual copy of your employee manual as well as other details on the department of new rental and professional responsibilities,” she said.
The portals of the new rental also benefit HR through dashboards that can organize and follow the tasks that must be fulfilled and managed electronically, such as W-4 or I-9, benefits and pay forms, said Hyatt.
In addition to ensuring that new employees fill in the new online accusation documents, plan to provide the answers to the questions they may have, like where to spend the first day, which asks for the arrival and what to wear, she said.
Configure the connections of the office, the phone, the computer and the password of New Hires before their arrival, said Peterson.
“The worst thing for a new employee is to court the recruitment process, then get to work and the receptionist does not even expect you to be implemented,” he said.
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Optimization of the first day experience
The two main objectives on the first day should be to define expectations and introduce objectives. Employees must have crystalline ideas on the tasks and responsibilities of their functions on day 1, Peterson said.
“New employees must know the work and get to know their new colleagues. Social interaction is critical. You want them to come back to day 2, right?” He asked.
The new bamboohr employees are led to lunch on the first day. “We have taken care enough to hire them, we want them to know that we care enough to establish relations,” said Peterson.
Aligning expectations is essential.
“Organizations that are not focusing on the acclimatization of new employees in their corporate culture are in a significant disadvantage,” said Hyatt. “Employees who know what to expect from the culture and the work environment of their business make better decisions which are more aligned on the accepted practices of the company.”
To prevent existing team members from feeling a new employee, make sure that roles and responsibilities are described for the whole team, advised Peterson.
“Sometimes the members of the existing team could feel threatened that someone again could take control of their responsibilities. It is therefore a good idea to clarify the position of the new rental as well as (the positions of other members of the team whose work is closely linked, how they will interact with each other and how the projects will take place,” he said.
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Maximize the impact in the first months
It is important for HR to have a one -month recording to ensure that the new employee is comfortable, happy and committed, said Peterson. “Reviewing and giving reflective comments on the first contributions of your new rental are also important when integration,” he said.
According to a Bamboohr survey, three -quarters of the new hires said that training during the first week of work was the most important for them. Meanwhile, 41% of HR professionals estimated that they had to update the training in integration.
“If you do not communicate what the new hires are supposed to do and arm them with the tools to do it properly, you configure them to fail,” said Peterson.
You also don't want to flood your new hires with too much information.
“Although it is important to ensure that your new rental increases and productive quickly, you must also make sure to provide on-the-job training in a manageable flow,” he said.
Hopefully the new hires have chosen a mentor by the end of the first month, added Peterson. Fifty-six percent of the respondents of the Bamboohr study said that having a friend or a mentor at work was very important at the start.
The Aberdeen Group report revealed that very efficient organizations are almost twice as likely as more efficient employers to award a mentor or a coach during the integration process.
“Mentorship programs can be as simple as awarding a new employee an essential person or having a team of mentors developed for all questions that could arise,” said Hyatt.
The first three to six months
Peterson advised HR to make another recording between three and six months, according to the employee and the role.
“Unfortunately, only 15% of companies continue to integrate after six months,” he said. Remember that almost 90% of employees decide to stay or go in the first six months. “You have a huge impact on this choice. Sometimes you just have to show that you sincerely worry,” he said.
Evaluation of the first year of integration
“The performance of an employee at the end of the first year will prove if they are fully productive,” said Peterson. “Now you can plan a future development. Show them what their career looks like the business. Unfortunately, sometimes they don't belong to it,” he said.
The end of the first year is when traditional integration transitions are in retention and satisfaction of employees.
“Going from training to continuous development. It is also the ideal time to have the conversation in remuneration,” said Peterson.
“Your new hires will thank you for having set them up on the path of success and your business will be on the right track to transform these new hires into experienced employees.”
Roy Maurer is publisher / online manager for ShRM.
