Although every Human Resources manager hopes for hitch-free onboarding for new employees, things don’t always turn out as expected.
While there is little to do to prevent these onboarding challenges, being aware of the likely issues that might come up and their respective solutions will go a long way to quell the mixed feelings that usually plague hiring managers before each onboarding process.
This article explains common onboarding challenges and how to keep them in check.
Common onboarding challenges
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Information overload
During the onboarding process, new employees are often bombarded with a lot of information within a short period of time. This can be overwhelming and make it difficult for new employees to absorb and retain all of the information needed to succeed on the job.
Remedy
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Prioritize information
Identify the most vital information that new employees need to know and prioritize that information over less important details. Details about job roles are to be prioritized over the procedure to file complaints.
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Break down information into manageable chunks
Rather than overwhelming new employees with too much information at once, break down the information into manageable chunks and deliver it in smaller, bite-sized digestible pieces.
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Use media
There is a Chinese proverb that says “What I hear, I forget but what I see I remember”
The brain processes and remembers animated information way better. Incorporating multimedia elements like videos and graphics can help to break up the information and make it easier to understand and remember.
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Lack of clarity around expectations
Although the job opening contained information on job roles, there is still more to be learned. New employees may not have a clear understanding of their job responsibilities, the company culture, or their role within the organization. This can cause confusion and can lead to a lack of engagement and productivity.
Remedy
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Define job responsibilities
Clearly define the employee’s job responsibilities and ensure they understand what is expected of them. This can be done through one-on-one meetings and regular check-ins.
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Set performance goals
Establish clear performance goals that are specific, measurable, achievable, relevant, and time-bound (SMART). This will help new employees understand how their performance will be evaluated and what they need to achieve in order to succeed in their roles.
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Communicate regularly
Regular communication is crucial to providing clarity about job expectations. Schedule regular check-ins (about twice a week) with new employees to discuss their progress, answer their questions, and provide feedback.
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Provide training and resources
Provide new employees with the necessary training, resources, and tools they need to perform their job effectively. This includes access to training materials, software, and company policies, procedures, and guidelines.
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Unforeseen changes in job responsibilities
The only constant thing in the world is change. That statement holds true in the workplace as well.
Sometimes, new employees may discover that their job responsibilities differ from what they were originally told during the hiring process. This can cause frustration and confusion but in order to pacify upset feelings;
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Communicate early and clearly
When there are changes in job duties, communicate clearly with employees, outlining what has changed and why.
Go into detail about the reason for the change. People are more likely to keep an open mind and adapt when there is a strong reason attached.
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Provide training and support
If there are new skills or responsibilities required for the role, provide training and support to help employees adapt to the changes. This can include providing access to training materials and mentoring.
4. Technology Challenges
Onboarding often involves the use of technology, such as HR information systems and online training modules. It’s important to ensure that new hires have the necessary technology skills to navigate these systems, but if otherwise;
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Assess their current skill level
Before providing training, it’s important to assess the new hire’s current technology skill level. This can be done through an assessment quiz or survey.
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Provide training
Based on the assessment, provide targeted training on the specific technology tools and systems that the new hire will be using in their role. This can be done through online courses, in-person training sessions, or one-on-one coaching sessions.
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Create a learning culture
As much as people deny it, social conformity rules the day. A lot of the things we do in our daily lives have no substantial reason other than “people do them, so do I”.
Encouraging a culture of continuous learning and development within the organization is sure to make employees take the initiative to engage in ongoing training and development opportunities. You can also bolster up resolve by recognizing and rewarding employees who demonstrate a commitment to learning.
Conclusion
The best way to tackle onboarding challenges is to prepare for them ahead of time. Now that you have been equipped you can expect smoother and faster onboarding processes.