Railsware is always evolving and expanding. Naturally, this means more duties, projects, and talented individuals for us. Even though chores can be automated, we think that people need our help, guidance, and attention. This is how we give every Railswari an exceptional work environment. Since onboarding is one of the most important procedures that has a big impact on each professional’s overall experience when they join our team, we’d like to provide some information about it in this post.
Onboarding that has an impact
A person’s path within a firm can be made or broken by the costly, time-consuming, and stressful onboarding process. The following statistics attest to its paramount significance:
- Workers who had a positive onboarding experience were 18 times more likely to feel a strong sense of loyalty to their employer.
- Eighty-nine percent of new workers were deeply assimilated into their business culture following a positive onboarding experience.
- Strong onboarding procedures increased productivity by more than 70% and new hire retention by more than 80%.
- If they have a positive onboarding experience, 69% of employees are more likely to remain with a company for three years.
- Meanwhile, 28% of workers who had a bad onboarding experience leave within the first ninety days.
A company may have to pay up to 213% of an executive’s salary to replace each one that fails.
About 25% of all new hires will leave a company within a year if they don’t have a good onboarding experience.
How we developed Railsware’s onboarding procedure
Since we are continuously evaluating this method to make improvements and adapt it to the realities of the modern world, I suppose it would be much more accurate to state “how we are building.” In any case, let’s examine the onboarding process as it stands now.
The flow appears to be quite typical for teams like ours, but its goal is to allow someone to quickly become accustomed and fit in. We also work to automate and streamline a lot of formal procedures. For example, in order to control some features and more easily get the required data, we employ Google forms and surveys that individuals must complete.
Newcomers meet their potential manager or coordinator during a project allocation. We think coordinators have a significant impact on the onboarding process—possibly even more so than an HR manager. When working with newcomers, it’s critical that project coordinators comprehend their impact, receive training, and give it their all.
We ensure that employees have everything they need to perform their jobs effectively, regardless of where they want to work. At the start of the tour, it’s also a pleasant custom to stop by one of our offices to meet other team members and establish relationships.
An HR representative introduces a person to the team, our culture, and our values during the company’s orientation meetings. They also go over all of the essential procedures, such as finance, security, Railsware methods of operation (MoSCoW prioritization, RASCI roles allocations, documentation, Slack communication rules, time tracking using Controlio, and many other important elements that are required from day one.
Additionally, both parties participate in at least three feedback meetings throughout the trial time. In order to identify bottlenecks, discrepancies, or vice versa, these sessions are essential to our collaboration. Obtaining interim outcomes and, if necessary, correcting the subsequent work are the primary goals of the feedback sessions.
We understand the importance of socialization and participation because we are a remote-friendly workforce. We explain to a newbie how their job links to the team’s objectives and strategy and how they may contribute to them in order to integrate them into the team’s life. Regarding socialization, we employ the aforementioned strategies and are always developing new ones.
