Top 6 Employee Onboarding Challenges

Top 6 employee onboarding challenges to help you identify your company’s roadblocks when designing your new employee onboarding process!

Onboarding challenges are not just getting the paperwork, new hire orientation, and employee training - but the A-Z of employee experience from the contract is signed and the first 3-12 months in the new job. 

Challenge #1: Low Investment in employee onboarding

Onboarding is becoming a strategic growth area. This is particularly the case in companies that need to attract and retain top talent, with a high level of maturity, where HR’s focus is shifting from compliance to experience. The companies that will benefit over time are those that are open to the broad and beneficial outcomes that deeply considered recruiting solutions offer. This strategic approach reinforces that onboarding is an investment that can solve many of the people challenges that come later in the employee journey. 

Challenge #2: Haphazard onboarding and managers failing to give a great experience

The onboarding process is usually left to local managers to handle. Some give new hires a WOW experience, others can fall embarrassingly and drastically short. Unsurprisingly, it’s easier for HR to create a new and consistent onboarding process than to rely on managers, who often end up being none other than a headache for HR. Managers are busy and are rarely trained to give new hires the positive employee onboarding experience they need, to kick-start early employee engagement that in turn will drive a sustainable career with your company. How can you expect to get a good company culture, when the employee's first days and weeks are not optimized by the manager to create the right habits? Preppio’s science-backed, automated onboarding software takes the guess-work out achieving employee success and company profitability.

Are you looking to your human resources or your technological resources to resolve this employee onboarding issue?

 

Employee Onboarding Checklist

What experience do you offer your new hires in their first 90 days? Take a look at Talya Bauer PhD.'s Onboarding Checklist to see if you have covered the basics.


 

Challenge #3: Disconnect between hiring and onboarding processes

Talent acquisition is a key function in business and has always had our full attention. It follows that companies invest considerable time and resources in the selection and recruiting process, which is a stark comparison to the new hire’s first weeks and months in the job often. This disconnect is an issue if we acknowledge that employees make up their minds about liking a new job and move into the post-evaluation process as early as the day they sign an agreement with you. We can categorically conclude is that onboarding matters


What experience do you offer your new hires in their first 90 days? Take a look at Talya Bauer PhD. employee onboarding checklist to see if you have covered the basics.

Challenge #4: Lack of employee engagement

If there is one word that comes up time and time again, it’s engagement. It’s a quality that has a far-reaching impact on new hires and those responsible for implementing the onboarding process. Low engagement leads to low productivity, HR and operations inconsistency, poor connection with peers, and challenging workplace relationships on the job. When we consider that 70% of an employee’s experience is related to their direct manager, we can see why it’s important to recognize their role in this process, and that educating, coaching, and supporting managers is key if we are to build positive and lasting relationships amongst team members. Only then will we see and feel real change. 

Are your managers driving new hire engagement, and how? 

Challenge #5: On-the job-training of frontline employees is unsatisfactory

Onboarding high volumes of knowledge-workers and frontline workers is a real-world challenge in corporations the world over. This applies to any customer-facing brand - think national retail franchises, utilities, telecoms, and infrastructure companies. HR can create a great onboarding process, but because they simply do not have the time and resources to provide the experience that new employees expect and deserve. The outcome is not only a worrying variation in results but one leaving local managers to do the work and finding themselves without the time and knowledge needed to give a great and consistent experience to all. 

As a manager, how are you ensuring that your entire staff is up to speed?

Challenge # 6: The orchestration between stakeholders often fails 

Identifying who is involved in each employee’s day-to-day, who their reports are, and who should be pulled into the ecosystem of communication requires asking the right questions and understanding the responsibilities of individual employees. Communication channels must be integrated, enhancing consistency and keeping everyone on the same page. Identifying key team players and their responsibilities in the employee onboarding process can be facilitated with ease using onboarding software. That way all new hires are appropriately supported, getting to work with higher productivity levels, while managers are freed up to get their jobs done too.

Do you know who your stakeholders are and do you have a system that ensures that things do not fall between the cracks? 

 

Employee Onboarding Checklist

What experience do you offer your new hires in their first 90 days? Take a look at Talya Bauer PhD.'s Onboarding Checklist to see if you have covered the basics.