20 October 2024 · ~ 10 minutes
Employee onboarding is the process thorough which new hires transition into their roles. Organisations that run structured onboarding programs see a 60% year over year improvement in revenue and companies with a strong onboarding process have been found to improve new employee retention by 82%. Whether you’re facilitating orientation for new hires or supporting managers in their onboarding efforts, familiarity with key onboarding terminology is vital for enhancing the overall effectiveness and success of the onboarding experience. From "preboarding" to "re-onboarding," this glossary offers clear definitions and context to empower you in your role and elevate the onboarding experience for all employees.
A 30-60-90 day plan maps out the goals and milestones for new employees during their first three months. It typically includes specific goals and milestones for each 30-day period, helping new hires focus on immediate priorities and long-term objectives.
Activation rate measures the percentage of new hires who engage with the onboarding process. If using onboarding software, activation rate can refer to the number of new employees that log into their onboarding portal or engage with digital material. A higher activation rate often correlates with better retention and job satisfaction.
Crossboarding refers to the process of onboarding employees who are transitioning to new roles within the same organisation. This practice helps ensure that existing employees receive the necessary training and resources to succeed in their new positions and become familiar with their new team. Crossboarding can also refer to the process of integrating existing employees into a new company structure following a merger or acquisition.
Employee engagement is the level of emotional commitment that employees have towards their organisation and their own role within it. High engagement often results in higher employee satisfaction, increased productivity and reduced turnover. Onboarding plays a crucial role in fostering engagement by connecting new hires with their teammates and providing clarity in their new role.
An employee handbook is a comprehensive guide that outlines company policies, procedures, and expectations for employees. It serves as a reference tool for new hires, helping them understand their rights, responsibilities and the organisational culture. A well-crafted handbook can enhance the onboarding experience by providing clarity and setting a professional tone.
The employee lifecycle encompasses all stages of an employee's journey within an organisation, from recruitment and onboarding to development, retention and offboarding. A well-structured employee lifecycle improves employee satisfaction by meeting employee needs at different stages.
Employee satisfaction refers to the level of contentment employees feel about their roles, work environment and the organisation as a whole. High satisfaction levels are linked to increased productivity and retention rates. Onboarding significantly impacts employee satisfaction by ensuring new hires feel welcomed, supported and equipped from the first day.
Induction is a step in the overall employee onboarding journey. It is a brief introduction to the company’s mission, vision, policies, culture and work environemnt. Employee induction can be carried out in various ways, such as by providing new employees with an induction checklist and associated resources, hosting a presentation for new starters or scheduling multiple group sessions during the first few days. Induction and orientation are often used interchangeably.
A Learning Management System (LMS) is a software platform used to deliver, track, and manage training programs and educational courses. In the context of onboarding, an LMS can streamline the training process by providing access to resources, assessments and progress tracking. Utilising an LMS enhances the onboarding experience by facilitating self-paced learning.
Manager onboarding is the process of integrating new managers into the organisation, either as a new hire or an internal promotion. This specialised onboarding ensures that new leaders understand their roles and responsibilities, as well as company culture and expectations. Effective manager onboarding is crucial for fostering strong leadership and guiding team performance.
Offboarding refers to the formal process of managing an employee's exit from an organisation, whether through resignation, termination or retirement. It includes activities such as exit interviews, knowledge transfer and revoking access to company systems. A structured offboarding process helps maintain positive relationships and ensures a smooth transition for both the employee and the organisation.
Onboarding is the systematic process of integrating new employees into an organisation, equipping them with the knowledge, skills and resources necessary for their roles. It typically involves training, introductions to company culture and support from colleagues. Effective onboarding enhances employee retention, productivity and overall job satisfaction.
An onboarding buddy is an experienced employee assigned to support and mentor a new hire during their transition into the organisation. This relationship provides new employees with guidance, answers to questions and insights into company culture. Having an onboarding buddy can significantly improve the onboarding experience and help new hires feel more connected.
Orientation is a step in the overall employee onboarding journey and is often used interchangeably with induction. The orientation phase is designed to familiarise new employees with the organisation, its policies and the workplace culture. A well-organised orientation helps new hires feel welcomed and informed, setting a positive tone for their onboarding experience.
A performance review is a formal evaluation of an employee's job performance, typically conducted annually or bi-annually. It assesses achievements, areas for improvement, and alignment with organisational goals. Incorporating performance reviews into the onboarding process can help new hires understand expectations and develop a roadmap for their career progression.
Pre-boarding refers to the activities and communication that occur before a new hire’s official start date. Effective pre-boarding starts as soon as the candidate accepts their job offer in order to keep them engaged and informed up until their first day. Pre-boarding helps to reduce post-offer attrition and prepares new hires for their new role. This phase often includes sharing important information, setting up necessary accounts and providing resources to prepare for the first day.
Probation is a designated period during which a new employee's performance is closely monitored to determine their suitability for the role. This timeframe allows both the employee and employer to assess the fit and make informed decisions about continued employment. Clear communication during probation is essential for setting expectations and providing feedback.
Re-onboarding is the process of putting existing employees through the onboarding process again. Re-onboarding has been found to increase employee retention by 43% and is a valuable way to re-engage employees and ensure alignment across the organisation.
Re-onboarding can also refer to the process of reintegrating employees who return to the organisation after a leave of absence or a previous employment stint. It involves updating them on changes in company policies, team dynamics and any new tools or systems. Effective re-onboarding ensures that returning employees can quickly adapt and contribute effectively.
Seasonal onboarding refers to the process of integrating temporary or seasonal employees into an organisation during peak periods. Efficiency is key for seasonal onboarding to ensure that hew hires are quickly trained and aligned with company standards.
Time to productivity, or speed to competency, measures the duration it takes for new hires to reach full productivity in their roles. Reducing this timeframe is a key objective of effective onboarding programs, as it impacts overall organisational efficiency and can improve employee satisfaction. Strategies to improve time to productivity often include targeted training and ongoing support during the onboarding process.
Delivering a positive onboarding experience for your new hires doesn't have to be complicated. Learn how you can create exceptional employee experiences, drive speed to competency and set your employees up to succeed.
