How on-boarding can help ensure employee success.

I believe there is some confusion out there as to what on-boarding actually means. At one global outfit, I was surprised to learn that local managers, one of which had an MBA, had not even heard the term. This is especially dangerous considering these are the same people who recruit and hire staff. So, what does on-boarding mean? It is the carefully orchestrated process of integrating a new employee into the organization with the goal of making them productive as quickly as possible. This can take many forms, including a formal orientation program or assigning a mentor to new staff. If there is any doubt as to the importance of this function, read Jim Kissane’s blog, Why on-boarding makes sound financial sense.

In the past, I have been the recipient of good on-boarding and non-existent on-boarding. For the former, my new boss educated me on the company’s politics, who to ask to get things done, gave me in-depth indoctrination to company systems, and made certain I understood all of the resources available to get the job done in the most efficient and productive manner. In contrast, another manager, at another company, left me to my own devices to learn how things got done. It was months of fumbling through company processes, systems, and people when, all along, the time spent doing this could have been spent in my actually performing my job.

When intending the career you want, make sure the organization you want to work for has a good on-boarding process in place. Ask when they expect you to become productive and what measures they have in place to ensure this happens. Personal intention carries a lot of personal responsibility and personal accountability but organizations have a duty to ensure employees are well-equipped with the tools they need to do their job.