Your home for all things consulting, accounting and legal.
Recent figures released from Stats NZ, show that unemployment has fallen to its lowest level on record, to 3.2% in the December 2021 quarter. That’s 34 percent below where it was a year ago, making New Zealand's unemployment rate the fifth-equal lowest in the OECD. Employment also rose by 27,700 in the quarter, suggesting that – despite our ongoing challenges in facing a global pandemic – NZ businesses are clearly continuing to hire new talent.
In our current climate – with 43 percent of workers planning to actively look for a new job in 2022, a tight labour market and the realities of the ‘great resignation’ coming to NZ– it’s become even more important for businesses to ensure their new talent are being onboarded in such a way that will give them every chance of ongoing satisfaction and success.
With remote working here to stay for the foreseeable future, and for those considering it as a staple flexible working benefit, there will be a significant cohort of new starters who will have minimal direct experience with not only the business they have joined, but their immediate teams, their managers, and the accepted ‘ways of working’ threaded through the culture of the company.
As has occurred over the previous 18 months, over the coming weeks an increasing number of businesses are also likely to find themselves still faced with the somewhat more challenging prospect of working out how to remotely onboard, train, and eventually develop employees they are yet to meet in person or have had limited in-person contact with.
A structured, well-designed, and responsive onboarding process has always been considered as a key element for ensuring employee engagement, ongoing performance, and retaining new hires well into the future. But rolling out some of the more standard onboarding procedures of office tours, face-to-face meet and greets, or corridor introductions is not going to be a realistic prospect for many of us in 2022.
So, whether your new employee is starting the onboarding process from their lounge or a socially distanced office, what are some practical steps businesses need to consider to ensure that their new starters’ first days and weeks in the “office” feel like a seamless transition?
Start the process before you hire
Remember to pre-board appropriately
Make communication a priority
Make use of feedback
Pandemic notwithstanding, the onboarding process itself can be an exciting, but uncertain time for new starters, and it will be critical for business to ensure they are being welcomed in such a way that makes them feel part of the team from day one.
Effective onboarding can enhance employee engagement, increase productivity and ultimately, lead to higher rates of retention. Given our current work climate and the difficulty of finding strong talent, it should be a priority to ensure that your business is doing what it takes to keep those high potential starters engaged and on board.
© 2017 K3 - Consulting, Accounting & Legal
+64 09 366 1366
83 Albert Street
+64 09 366 1366
83 Albert Street
© 2018 K3 - Consulting, Accounting & Legal