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How do you evaluate and improve the onboarding of new employees? Tips & tricks.

Evaluating and improving the onboarding process for new employees is crucial to preparing them for success in their positions. In this blog, we explore the significance of onboarding and its importance to employee engagement and satisfaction. We also give you the 12 best questions to assess the effectiveness of your onboarding program. By understanding and using these insights, you can improve your onboarding process and create a positive experience that promotes employee engagement and long-term success.

 

What does employee onboarding mean?

Employee onboarding is the process of integrating a new employee into an organization, including providing the necessary tools, information and support to become productive and engaged in their role.

 

The importance of measuring the effectiveness of your onboarding program

Employee onboarding has a positive impact on employee engagement. According to a study by Bauer et al. (2007), an effective onboarding process leads to higher levels of employee engagement, job satisfaction and organizational loyalty. Specifically, employees who experience a well-structured and supportive onboarding process are more likely to be engaged in their work, show higher levels of volunteer commitment and have a stronger connection to their organization.

 

What model do you use to measure the effectiveness of your onboarding?

The model often used to measure the construct of employee onboarding is the Three-Phase Model proposed by Bauer, Bodner, Erdogan, Truxillo and Tucker (2007). This model consists of three phases: pre-employment, encounter and settling-in, each representing different stages of the hiring process.

 

The 12 best questions

  1. The organization gave me clear information about my role and responsibilities.
  2. I received sufficient training and support to do my job effectively.
  3. I felt welcomed and included in the team from the beginning.
  4. The organization provided me with the necessary resources to do my job.
  5. I had the opportunity to build relationships with colleagues and key stakeholders.
  6. The onboarding process helped me understand the company’s mission, values and culture.
  7. I was given adequate information about available advancement opportunities within the organization.
  8. The induction program effectively clarified the performance expectations for my position.
  9. I felt supported by my manager/supervisor during the onboarding process.
  10. The familiarization process gave me a clear understanding of the organization’s policies and procedures.
  11. I felt comfortable asking for help from my colleagues during the familiarization process.
  12. The onboarding process gave me the opportunity to contribute my ideas and perspectives to the organization.

 

The recommended 5-point Likert scale for these questions is as follows:

1 – Disagree

2 – Disagree

3 – Neutral

4 – Agree

5 – Totally agree

These 5 questions are considered the best to measure the construct of employee onboarding because they cover essential aspects of the onboarding process, including clear communication, training and support, social integration, providing resources and building relationships. These factors have been identified as crucial elements for successful onboarding and have been studied extensively in the literature.

 

Journal sources and APA references:

Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., & Tucker, J. S. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92(3), 707-721. doi:10.1037/0021-9010.92.3.707