In today’s business environment, the employee integration process, known as onboarding, is of great importance. However, what is often overlooked is the need for a similar process for those employees who change positions, are promoted or move within the same organization. This is where the concept of inboarding, also known as “second onboarding,” comes into play. In this article, we will explore in depth what inboarding is, why it is necessary and how organizations can effectively adopt it.
What is inboarding?
Inboarding is an ongoing process that helps employees acquire the knowledge, skills, processes and capabilities needed to succeed within the company. While similar in definition to onboarding, it focuses on established employees rather than new hires. The main objective is to increase productivity, improve engagement and encourage employee retention.
Importance of inboarding in business strategy
Inboarding is crucial when a position requires skills that the employee does not yet possess. When an employee is promoted to their first leadership role, they may need to learn how to delegate effectively. A proper inboarding program can help them adapt and improve their productivity.
Goals of an inboarding program
An inboarding program is critical to achieving a number of strategic objectives that directly impact the performance and stability of the organization. These objectives are detailed below along with a brief explanation:
- Reduce time to productivity: By providing a thorough and structured introduction to new employees, inboarding allows them to become familiar with their roles and responsibilities more quickly, accelerating their ability to contribute effectively from the start.
- Reduce turnover: A solid inboarding process creates a positive impression on new employees, increasing their satisfaction and commitment. This, in turn, decreases the likelihood that they will look for other job opportunities, reducing turnover.
- Improve team cohesion: Inboarding is not only about integrating new employees, but also about facilitating their integration into the existing team. By encouraging interaction and promoting collaboration, it strengthens the bonds between team members, improving cohesion and teamwork.
- Improve employee engagement: A well-designed inboarding process demonstrates the organization’s commitment to the success and well-being of its employees. This increases employee confidence and commitment to the company’s vision and goals, which translates into stronger and more consistent job performance.
- Reduce stress: Uncertainty and lack of direction can create stress for new employees. By providing them with a clear path and support during their integration, inboarding helps reduce the stress associated with the process of adapting to a new work environment.
- Develop job knowledge: In addition to orienting new employees to their roles, inboarding can include training and development sessions to broaden their understanding of the company’s work and operations.
- Promote organizational culture: Inboarding is also an opportunity to introduce new employees to the company’s culture, values and mission. By understanding and embracing the organizational culture early on, employees are better equipped to align with the goals and contribute to the overall success of the organization.
Why focus on inboarding for business success?
Staff turnover is a growing concern in the business world, as the loss of talent can result in significant costs for organizations. The process of recruiting new talent is a major investment, and every time an employee leaves, the process needs to be restarted. On top of that, the decrease in productivity from losing a key team member can trigger a domino effect, impacting other teams.
Steps to develop and improve inboarding
To develop and promote inboarding within your organization, there are several aspects to consider. Below are some actions you can take that, once implemented, will help you implement this organizational change:
- Remove organizational barriers: It is critical to identify and address any obstacles or constraints within the organization that may hinder the inboarding process.
The most common organizational barriers are often communication problems, lack of adequate resources or outdated processes that hinder effective employee inboarding. - Improve team cohesion: Fostering a collaborative and supportive work environment can contribute significantly to the inboarding experience of new employees.
Promoting team building activities, establishing shared goals and fostering collaboration among team members can help strengthen cohesion and a sense of belonging. In addition, it is important to value our employees and think internally first. For example, you can provide your employees with a platform through which internal development and promotion is prioritized.
This approach is beneficial for both employees and the organization as a whole, as providing opportunities for professional growth within the company not only motivates employees to commit for the long term, but also helps to retain talent and build a strong organizational culture. - Feedback and recognition: Providing constructive feedback and recognition for a job well done is essential to the success of the inboarding process.
New employees need to know that their contribution is valued and that they are given the support they need to reach their full potential. Thus, to keep communication flowing, periodic performance reviews can be scheduled and congratulations can be given when necessary, as public recognition can go a long way toward employee satisfaction and retention. - Training: Offering training and professional development programs tailored to the individual needs of employees is an integral part of the inboarding process.
Whether through in-person or online training sessions, providing access to relevant and up-to-date learning resources helps new employees acquire the skills and knowledge needed to succeed in their new role.
Conclusion
Inboarding is an essential part of any effective talent management strategy. When we recognize the importance of supporting our employees and help those who want to change positions within the organization, the company will increase its ability to retain talent.
Resources:
[1] HRM Online: Why You Need an Inboarding Process
[2] AIHR: Inboarding, the forgotten brother of onboarding
[3] CHRMP: Inboarding in HR: Everything You Need to Know
If you’re ready to take your company to the next level with the best talent available, don’t hesitate to contact us. We look forward to helping you build your dream team and achieve your business goals!
Want to keep reading about talent management? Don’t miss these resources!
- Onboarding: 5 Strategies for Local and Remote Employees
- Looking for Talent? Five reasons to choose Block&Capital
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