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All you need to know about employee onboarding and off boarding

Table of Content

• Introduction
• What is employee onboarding?
• What is employee offboarding?
• What are the benefits of onboarding an employee?
• Conclusion

Introduction

Employee onboarding and off boarding are two key HR operations that are becoming increasingly important. Onboarding begins when a job candidate chooses to accept a position. It includes all the actions required to get a new hire successfully deployed and productive. Off boarding is the opposite of onboarding, which entails a worker’s resignation from a company. We will discuss all about employee onboarding and off boarding in this article.

What is employee onboarding?

The process of integrating a new hire into the workforce is known as onboarding. The process starts when a new employee accepts a job offer and continues until that person is completely committed to his/her role.

What is employee offboarding?

Off boarding is the procedure that results in a formal separation between an employee and a company via retirement, termination, or resignation. It covers all selections and procedures related to terminating an employee. This may include:

• Transferring the duties of that employee’s position
• Removing credentials and access rights
• Equipment surrender
• Exit interviews are conducted to obtain feedback.

What are the benefits of onboarding an employee?

1. A positive working environment: Setting the tone for the entire employee experience is a successful onboarding process. Maintaining new hires that you care about their experience at your company by emphasizing things like workplace culture, employee development, and regular check-ins. This good employee experience is then maintained by extending these emphasis areas beyond your onboarding phase, from hiring to retirement.

 

2. Improved staff interaction: Employees that are passionate about their jobs go above and beyond at work, which increases productivity and profitability and decreases high turnover rates. The proper onboarding process can increase employees’ sense of connection with your company’s goal, vision, and values. Create a team approach for your new hires and arrange for them to meet the CEO for breakfast so they can learn about the business in a fun environment.  By incorporating these activities into your employee onboarding program, you may encourage employees right away.

 

3. More easily attracting talent: You can significantly improve employee retention and attract top candidates with the help of an engaging onboarding program that provides a superior employee experience. Be sure to include new workers in your employee referral program so they can quickly suggest exceptional talent from their networks. Employee referrals are a good source for recruiting candidates because they are recognized to be easier, quicker, and affordable to hire. They also onboard quicker and remain longer.

 

4. Strong business culture: Simply attracting and keeping talent is insufficient; you also need to do this with the proper talent. For example, a person who would fit in perfectly with Flipkart eccentric culture is probably not the appropriate fit for Amazon high-standards culture. You can attract and keep the appropriate individuals by creating a strong, intentional company culture and communicating it during the recruitment and onboarding phases.

 

5. An increase in output: New hires often require more than a year to reach maximum productivity. It takes time to adapt to a new role because of factors like learning about your organization and developing connections to create cross-functional teams. Correct employee onboarding can simplify this process, reducing time to proficiency and increasing productivity by over 70%. A successful onboarding procedure enhances employee relationship building and assists the new employee in settling in to the company.

Conclusion

The employee life cycle is divided into two phases: onboarding and off boarding. When an applicant accepts your offer, that cycle starts, and it stops when they leave the company. The majority of an employee’s experience occurs in between—relationships with coworkers, projects started and finished, successes and failures, professional advancement, and personal improvement. However, the beginning and end of any long-term relationship have a significant impact on the entire experience.