Pitch Employee Onboarding To Your Boss With These 5 Q&A’s

These 5 onboarding Q&A’s will prepare you for an initial pitch to start planning your employee onboarding process.

Whether you’re trying to convince the C-Suite or your manager colleagues over lunch, we’ve got you covered.

Q1: WHAT IS EMPLOYEE ONBOARDING?

A: New employee onboarding is the process new hires go through as they transition from organizational outsiders to organizational insiders. It’s the total of every impression that new hires receive along their journey from being an outsider to an insider in the company.

It all starts when contracts are signed, up until the employee has reached full working productivity and is comfortably part of the culture.

Employee onboarding sets the stage for the rest of the employee journey and is a deciding factor between people leaving your company early and highly productive, engaged, involved, and happy employees.

Did you know that 51% of organizations report that most of their new-hire attrition takes place in the first 6 months of employment?

Q2: WHAT ARE THE OUTDATED PERCEPTIONS OF ONBOARDING? WHAT IT ISN’T…

A: Onboarding is not just about paperwork, training programs, or orientation day. It’s about long-term positive employee experiences that benefit the business. It’s less about the process and more about integrating the insights about people into business processes.

Onboarding isn’t a random way to make people feel welcome only to throw them to the sharks.

Best practice employee onboarding does not create work for people, it actually minimizes workload and frees up employees and managers to do their jobs.

Onboarding is definitely not a “nice to have” – rather it is key to business success and to creating sustainable, happy workforces.

Did you know studies show that if dedicated onboarding technology is implemented, companies are 60% more likely to see an increase in KPI’s.

Q3: BUT ISN’T IT EXPENSIVE?

A: ROI is deservedly a key consideration. We’re here to tell you that we wouldn’t be in the business of onboarding if it didn’t work for business. Reduction in employee turnover, higher productivity, and increased employee engagement are just three outcomes of investing in a science-based employee onboarding program.

Contact us today to get a cost assessment, and check out our Lyse case-study to hear their experience working with us.

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Employee and customer metrics are important when weighing up investment in strategic employee onboarding. Consider the increases in:

1. Market penetration
2. Revenue/performance
3. Customer satisfaction
4. Employee engagement
5. Customer retention
6. Employee retention

Additionally, if we recognize that businesses are built and run entirely by people, then it follows that none of the above metrics are possible without them. This is why Preppio puts the employee experience at the heart of our employee onboarding software.

Did you know that ‘candidate experience’ has been identified as the common denominator amongst those companies regarded as leaders in high-performance talent acquisition?

Q4: BUT WE HAVE A TECH INTEGRATION PROBLEM. HOW DO WE GET AROUND THAT?

Actually, Preppio works with the tools we already use. It’s not another app to manage. It integrates with the systems with which employees are already familiar.

You should also be thinking about what the system can deliver. Apart from being able to be integrated be sure that you invest in an employee onboarding system that:

1. Focuses on the needs of new hires and supporting managers (not just compliance and paperwork).
2. Automates mundane and time-consuming tasks such as sending information and motivating people to do tasks.
3. Pulls together all parts of onboarding like tasks, information, and tools needed to get started.
4. Is easy to use for HR, managers, buddies, or new hires so they actually do the things you want them to, and at the right time.
5. Offers an employee onboarding experience layer that helps with engagement and consistency.
6. There’s a focus on the role of managers and buddies.
7. Pays attention to the department and inter-departmental work relationships.
8. Measures onboarding success and provides insights for improvements.
9. Takes care of pre-boarding and is able to address the 6C’s framework.

Did you know that we have a Workbook to help you with the above? A great way to prove to your CEO you know what the business needs and you’ve done the research to build the business case. 

Q5: WHAT’S ALL THE EXCITEMENT AROUND EMPLOYEE EXPERIENCE? IT SOUNDS LIKE A BUZZ WORD TO ME.

We talk about employee experience in the context of new hires, but what affects new hires actually affects the entire organization. It’s time to recognize that employee experience is a measurable business concern.

If we want to radically shift the employee experience to benefit individuals and companies, it’s important to recognize the importance of our supporting managers. Think about this – 51% of managers care little about their job and the company they work for, a mentality that has serious implications on their engagement levels and of their employees.

Employee experience is sounding pretty special now, right? Getting there with employee onboarding is easier than it sounds because the technology automates effective, timely, consistent, and positive communications. This employee engagement leads to positive employee experiences. When people and technology come together, whole organizations are coherent – and success on both the individual and corporate levels – becomes attainable.

Yep – employee experience may be a buzz-word but it makes people and organizations buzz with success too. This is onboarding at scale!

Q & A’s are great, but a demo would be even better.

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