Onboarding can be an exciting time both for a new employee and an organization. It is a great opportunity to bring new life to a company and a new start for the employee.

To keep this momentum going, it is important to provide new hires with everything they need to become successful in their new job. One way to do so is to make sure the knowledge they gain during onboarding is actually applicable to their role.

In general terms, onboarding involves integrating a new employee into a new role and, often, a new organization. It is important for new hires to learn about an organization’s culture, but if they don’t know how to be successful in their role when onboarding is complete, their chances for success can decline — and so can their morale and motivation.

Aligning Onboarding With Roles

One of the first steps in aligning onboarding with new hires’ roles is to determine the goals and objectives of onboarding. What do new hires need to do as soon as onboarding is complete? Identify their critical tasks and responsibilities, and use them for the foundation of their onboarding. Being confident in specific processes or systems should be the beginning.

If you are revising an existing onboarding process, match role responsibilities with what is in the existing training. Are there any gaps? If so, you may need to include additional content to fill them.

Next, determine the length of onboarding based on factors such as the role and the demand associated with it. For instance, a sales department may have high turnover, which means high demand for new hires and less time for training. As a result, you’d need to find the most efficient and effective way to train new sales hires just enough to know the basics so they can learn the specifics on the job.

Finally, determine how you will measure success. Will all new hires need to take an assessment to “graduate” from the program, or will you measure their skills against performance metrics for the role within the first 30 days? Even handing out an optional survey for new hires to provide feedback on the onboarding program can be insightful.

Tips for Success

Here are a few tips to keep in mind as you create or review your onboarding process:

    • Outline the goals and objectives of onboarding, and align them with the role’s tasks and responsibilities. If altering an existing onboarding program, make sure there are no gaps.
    • Determine the best duration for onboarding based on the role as well as corporate initiatives.
    • Measure the onboarding program’s success to understand what you’ve accomplished and where you can make improvements. The more forms of measurement you have in place, the more valid and useful your findings.

After completing onboarding, a new hire should feel accomplished, satisfied and excited to begin his or her new role or career path within your organization. Making sure a thorough onboarding plan is well aligned with the role of the new hire can support success. The more quickly new hires can become acclimated to their new role, the more satisfied and successful they will be in the organization.