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The process of integrating employees, also called organizational socialization or onboarding, is essential to the success of organizations. Since companies are made up of people, one can no longer consider results only on a commercial and administrative scale. The development of human resources in the organization also needs special attention.
- What is Organizational Culture
- The importance of integrating employees
- How Neomind integrates its employees
As already mentioned here on our blog, the Human Resources department is becoming more and more strategic. The area seeks to make the work environment more humanized and, by recognizing the importance of employees, show them that they are not just there to fill a position, but to add value to the business as a whole.
This appreciation must happen from the very first day the professional starts working for the company. To do so, it’s essential to make them an integral part of the group through their insertion into the organizational culture and also through their alignment with the values and objectives of the business.
But what is Organizational Culture?
The Organizational Culture is a set of values, beliefs, principles, behaviors, and policies that distinguish one organization from another and make it unique. It serves as a guideline to direct the way of thinking and acting of collaborators, seeking standardization of the way they communicate and of the practices that are well regarded and should be followed.
Despite culture being shared and shaped by all members within an organization, the managers and influencers inside it are the ones that will actually determine where the company is going. Because of that, it’s important that they have a clear understanding of the business reality, its predominant culture, its rules, characteristics, goals, and objectives, aiming for synergy in the pursuit of expected results.
Organizational culture isn’t learned overnight, but it’s essential to make it explicit to all employees from the very beginning since it becomes more difficult to achieve good results when the team is not speaking the same “language”. One way to start disseminating the organizational culture is through the employee onboarding process.
The importance of employee integration
A survey conducted by Onboardia, a company specialized in employee integration and training, showed that 91% of managers consider that their organizations don’t have a good employee integration program. In turn, the same research identified that 75% of the employees who leave the integration program satisfied become loyal to the companies they work for. From this, we can already see the great importance that good organizational socialization has for the commitment and productivity of individuals.
Many times, the admission process of new employees is only focused on the bureaucratic part or means, at most, a single educational presentation. However, this alone won’t strengthen the relationship between the professional and the group, nor reduce his initial anxiety and fear of starting at a new company, with new people, rules, and culture. After all, who has never experienced that moment of anxiety when starting a new job?
A true process of employee integration aims to facilitate their adaptation to the work environment, disclose the company’s culture, its mission, values, and the appropriate and accepted behaviors, in order to align the company’s expectations and the performance of its members. Chiavenato (1999) states that the main advantages of implementing a good onboarding program, besides reducing the employee’s initial insecurity, are:
- A decrease in turnover, since employees start to develop a feeling of belonging to the organization;
- It saves time when explaining the tasks since the employee will be better prepared and trained;
- Better adaptation of expectations to the company’s reality, since the process of integrating employees will explain the company’s goals and objectives.
It is also worth mentioning that integration is a continuous process and should not happen only when the employee is hired. The company must always be reinforcing the elements of its organizational culture, its goals, mission, and values, making its employees not only feel motivated and committed to delivering what is expected of them, but mainly feel that they are an important part of the business.
How Neomind integrates its employees
A successful integration program must start even before the employee arrives at the company. It’s important that they already start to have contact with the way in which the company communicates and with its processes.
Here at Neomind, the new employee begins to have contact with our platform starting with the admission flow, which is sent to them so they can enter all the necessary documentation, speeding up the process and allowing them to have a notion of how to use the tool. Thus, when he starts his activities in the company, he will already have his access user ready and will have no problems in learning how to use the system.
Speaking of user access, it is also part of the employee integration process the stage in which those responsible for them must provide the necessary infrastructure for the employee to start, such as devices, e-mail, access passwords, and telephony resources. This will make the employee feel welcome and that he or she will not waste time running after these items, being able to focus more quickly on their main activities.
As we can see in the flow chart below, in which we show the stages of the admission flow, at the end of it the employee can access the e-learning and the integration material, which contains information about the company, such as organization chart, mission, vision, and values, in addition to useful information for the employee, such as internal regulations and travel policy.
On the first day, this integration material is also presented to the employee, but it’s important that they have access to the content whenever they need it. Therefore, this presentation is available in the flow for download. This way, the employee will always be aligned with the company’s culture and working to achieve its common goals.
Finally, during onboarding, Neomind introduces the new professional to the company and its different departments. With all of this, results begin to emerge, because when an employee feels welcome and oriented, when he/she understands the organization and feels proud to be a part of it, he/she becomes more engaged in the company’s actions.
In addition, he understands why he is performing a certain function and will focus all his energy on achieving the established goals.
And now we want to know from you: does your company have a clear employee onboarding process? If this article helps you work through it, feel free to share it with your colleagues!
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