When a candidate accepts a job, he or she is likely excited to start working for your company from the moment the offer letter is signed. But sometimes this excitement wears off all too quickly – either in the weeks leading up to their first day or in the first few months on the job.
In some cases, this is because initial onboarding paperwork and processes are a burden, making employees frustrated when it takes too long to actually start doing the job they signed up for. So how can you ensure new employees stay just as excited and engaged as when the offer letter is first signed?
Keep Employees Engaged Early on Through Automated Payroll and Onboarding
By making HR-related processes easy on employees, they’ll value working for your company, as they’ll spend less time on administrative paperwork and more time doing the work they love. Below, we’ve pulled together several ways to tap into automated payroll and onboarding to increase employee engagement.
Complete Digital Onboarding Before Day One
Unless it’s their first job, most employees have to give two or more weeks notice to their previous companies before moving on to a new role. During the period between when the offer is signed an an employee’s first day, it’s critical to keep your new employee engaged. In addition to sharing instructions for the first day – such as when and where to arrive – have new employees complete digital onboarding paperwork during this time. Paperless onboarding through a hiring and talent management platform can include signing the employee handbook, filling out direct deposit information for automated payroll, completing tax forms, and filling out benefits paperwork.
Beyond saving your business and new employees time using paperless onboarding, doing so also keeps employees engaged in the weeks leading up to their start date. When employees have a chance to read through your employee handbook before they start the job, they’ll get a chance to learn more about your company culture and core values, making them even more excited to get started. And most importantly, they’ll feel empowered to begin contributing to your business immediately.
Make HR Processes User-Friendly
Starting with onboarding and throughout each employee’s time at your company, it’s important to have the right technology and processes in place to make HR-related tasks as user-friendly as possible. If employees have difficulty accessing their pay stubs, updating their personal information, or losing track of how many systems they need to log into – such as payroll, benefits, time and attendance and countless other systems – chances are they’ll get frustrated with your company’s processes and might not stick around for too long. Look for an integrated, automated payroll and talent management system so employees only need to remember the credentials for one system to retrieve pay stubs, input benefits information and access tax forms. This will make all HR-related tasks easier on employees and enable them to spend more time on their day-to-day responsibilities, while also saving your HR department time spent on administrative tasks.
Get Right to Work on the First Day
Completing paperless onboarding before day one means employees won’t waste hours of their first day in the HR manager’s office filling out paperwork. Instead, employees can get started right away with hands-on orientation and training, which will set them up for success – and keep them engaged – right from the start. According to the 2016 U.S. College Graduate Employment Study from Accenture, 80% of 2016 graduates said they expect their first employer to formally train them on the job and 77% expect training will help further their career.
Your training program should be a combination of in-store and classroom-based learning. Go beyond general first day or first week training by implementing a comprehensive training program, along with a training manual so you can repeat the process with each new employee. As part of the training program, consider having new employees shadow someone in the same role for a period of time so they can get a better understanding of their day-to-day responsibilities.
Set daily, weekly or monthly goals and have employees prove proficiency via written tests or role playing. During the training program, also define which metrics can position employees for growth, so they can better understand what it takes to advance in their careers and how their work can help move the company forward. Defined goals will keep employees engaged and motivated to help your business grow.
Keeping employees engaged and excited about working for your company can help you keep talent around for the long haul, and will also make your business more profitable because employees will be more motivated to do great work.
For more information on effective onboarding and talent management, download our eBook, “Unifying Your Hiring and Talent Management Systems.”