How Onboarding New Employees Ties Directly to Performance Management - Agile Product Solutions
  • How Onboarding New Employees Ties Directly to Performance Management

The onboarding process can set the tone as the employee starts working with your company, which is why a quality onboarding system should be in place to make it an easy transition into the company. Many business owners and managers understand that the onboarding process is important to help the employee get started with their new job, but they don’t realize how much of an impact the onboarding process can have on the employee performance over time.

Onboarding Sets Expectations

When the onboarding process occurs, it sets the expectations for both the employee and the manager. If an employee can see that the company is interested in helping them to grow and develop, then they will be more likely to take initiative and work to improve themselves within their position. But, if the employee starts a new job and doesn’t see a systematic performance management system in place, then it might reduce their desire to learn and grow within the company.

During the onboarding process, you have the opportunity to train the employee on the systems and functions of the company. In the situation where a quality performance management system is already in place, the initial training can help the employee to see the ways the performance management system should be integrated into their day-to-day activities. When the expectation is set, then the employee will view the performance management system as a necessary function of their activities.

Onboarding Helps the Employee to Succeed

In general, a new employee has about 90 days to prove themselves within their new job capacity. An effective onboarding process will help them to feel more prepared for their new responsibilities, which can in turn help them to improve their performance more quickly. When this progress is made, the employee is more likely to feel satisfied with their job, and the manager is happy about the work that is being completed.

Once the employee goes through the onboarding process and is actively involved in their position, then the process naturally flows into performance management in order to maintain steady progress over time. The transition from onboarding to performance management should be systematic and seamless, in order to offer assistance and support to the employee every step of the way.

Performance management can help the employee to learn skills, knowledge, behaviors, and attitudes which will help them to function more effectively in their job. The goal of the onboarding and performance management system is to make sure that the new employee feels welcome and an important part of the team. Once the new employee gains that sense of responsibility and community, then they will likely have more satisfaction in their job.

It is important that the employee is an active part of the onboarding and performance management process, because the co-creation of goals will help the employee to feel the personal impact that their performance can have on a company.

Some companies try to use two separate systems for onboarding and performance management, but it causes a disjointed process and can interrupt the success of the employee. These processes can be simplified by using an onboarding and performance management software that helps with both the transition process and the ongoing management. The integrated system improves the experience for both the employee and the manager.