How to Overcome Unsuccessful Onboarding?

Introduction

Onboarding is a critical process in any organisation, shaping the initial experiences of new employees and laying the foundation for their success within the company. 

However, despite the best intentions, sometimes the onboarding process can fall short, resulting in unsuccessful outcomes for both the employee and the organisation. 

So today, we will explore various strategies to overcome unsuccessful onboarding and ensure a smoother transition for new hires.

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6 Steps to Overcome Unsuccessful Onboarding

 

• Automate employee code generation

 

Automate the process of generating your new hire’s employee code. It must be unique in series to represent the team or unit they work for. 

Use a smart tool like uKnowva to avoid duplicity in the employee code generation and then committing mistakes of over or underpaying someone at the time of disbursement of payments. 

This technique helps the HR manager to onboard a talented person quickly. They would not have to cross check multiple times from the requisition manager about the employee code series of their team or unit. 

The system can help identify the same within seconds. 

 

• ESS portal for uploading documents on time

 

New hires are often not aware of all the types of documents they may be required to upload on their first day. This creates a bad first impression for the new employees. When HR leaders do not tackle this issue, it can create a big chasm between employers and employees. 

The message goes out like the firm does not care about employees’ documents for verification and compliance purposes. 

Overcome unsuccessful onboarding at this step by providing an ESS portal to all your staff, new or existing ones. The system will highlight the page where the user is yet to complete their information. 

It will smartly point to the fields where the documents are left empty or are yet to be uploaded by the user. After uploading, the user can see the percentage of the completion of their profile information. 

This activity reduces the dependency for the new hire on the HR manager, who may or may not be busy in onboarding more people on the way. 

 

• Set up auto-send reminders for completing the profile

 

Set up profile completion rules in your uKnowva instance. Automatically send alerts or reminders to your users a couple of times. 

This reduces an HR admi’s need to constantly follow-up with the person to update their important documents and information like education, experiences, identification cards, etc. 

The system-generated reminders help HRs to complete profiles for everyone on time. This improves the engagement on the tool in the long run without having to teach the new hire to operate it extensively. 

 

• Implement organisation chart to understand the hierarchy of accountability

 

Implementing such charts helps to realise who is reporting to whom. That means there is less confusion amongst the new workers or hires. They can instantly go to their profile and check the details of their team members and their reporting managers. 

This will improve the accountability in the long run for the new hires. They will know when and whom to report for the tasks in their task or to-do list. 

The contact details of their reporting managers and team members are visible when they click on the different persons on the organisational chart and visit their profile. 

Again, this reduces the dependency of the new hire on the HR admin for reaching out to their buddies or team members. 

 

• Circulate the employee handbook or company policy on the first day

 

HR teams can easily upload and store employee handbooks on the uKnowva portal or instance. We offer seamless, integrated, and anywhere accessible document management and directory. 

So, the new hire can easily go to the documents of the firm to read and acknowledge the employee and company policies. Otherwise, the HR admin can send out automated emails to the new hire to read such documents without having to manually follow-up on that.

 

• Allocate shift timings for seamless leave and attendance records

 

Our HRMS offers shift and roster management facilities or features. Configure those in the leave and attendance management system. Help your new hires to enroll in the rosters as per their teams’ allotted team. 

You can schedule a roster or shift to a new hire for a particular period on your uKnowva instance. That means you can allot them one roster for a month and then next shift to the same person for another month. 

It makes the management of everyone’s timing, attendance, leaves, and timesheet seamless. The roster integrates easily with the attendance marking system. 

So, no one will be marked late or absent unnecessarily as long as they are logging into the system at their predefined time slot.

Conclusion

It is easier and smoother to overcome unsuccessful onboarding when you do uKnowva. We are offering you multiple features like automated employee code generation, seamless integration of rosters with timesheets, attendance, and leave management. 

Then, you can implement an organisation chart, or onboard new hires based on a scan of the latest government ID card. This reduces the TAT and manual errors when you’re onboarding someone new for the first time as an HR executive or admin.

For more details, you can always read our resource on DIY setup or reach our experts by clicking the button or CTA below. 

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FAQs on Overcoming Unsuccessful Onboarding

 

• What are some common signs of unsuccessful onboarding?

 

Signs include high employee turnover shortly after joining, low job satisfaction ratings among new hires, difficulty in adapting to the company culture or job responsibilities, and poor performance.

 

• How does unsuccessful onboarding impact an organisation?

 

Unsuccessful onboarding can lead to increased recruitment costs, loss of talent, decreased morale among existing employees, and damage to the employer brand reputation.

 

• What are the key factors contributing to unsuccessful onboarding?

 

Factors may include a lack of clear expectations, inadequate training and support, insufficient integration into the team or company culture, and poor communication during the onboarding process.