Onboarding in Different Industries
Onboarding employees is an important process for any company. For new employees to be successful, they have to understand what their job is, who they do it for, and why they’re doing it. But according to research, onboarding is also a common misstep for companies. A recent study by Gallup showed that a whopping 88% of employees felt that their organization did not do a good job with employee onboarding—and that number is as bad as it sounds. If almost 9 out of 10 new hire processes are failing, it’s no wonder that so many companies struggle with worker retention and satisfaction.
The good news is, if employers work to fix their employee onboarding process, the benefits are clear. In that same Gallup study, the 12% of employees who had the best employee onboarding experience were three times more likely to say they had the “best possible job.” Onboarding not only makes sure that employees understand their role, but how they fit into the organization and how they can stay up-to-date on changes. This is especially true for non-desk employees, who may not always have access to a computer but still need to stay informed with workplace matters.
At Yourco, we created our platform with these very people in mind. We want to help companies better communicate with all their employees—specifically, those who do not work in a traditional office setting. Our two-way communication platform lets employers and employees communicate via text message, making it far easier to include non-desk employees in work communications. With Yourco, you can automate texts to go out at certain times, send specific updates to specific employees, and more.
However, creating a good onboarding checklist is the first step to employee success, and Yourco is here to help you do that as well. Read on to learn ways to improve your onboarding framework, and how software solutions like Yourco can help you make those improvements. We’ll also look at how these frameworks can translate into different industries, with a special focus on onboarding non-desk employees.
What Does “Onboarding” Mean for a Job?
The Society for HR Management explains onboarding as “the processes in which new hires are integrated into the organization…as well as [learning] about the organization and its structure, culture, vision, mission and values.” After the onboarding stage, an employee should have a clear picture of not only their job responsibilities but why their role is valuable—to both them and the organization.
“Onboarding” is often confused with “orientation:” a phase that introduces the worker to their job and work environment, oftentimes only taking a day or two. But integrating a new hire is something that takes weeks or months to complete, as the employee needs time to become familiar with their role and the organization. Orientation, while important, is just one of the steps in a good onboarding program.
What makes a successful onboarding program, and how do they look different from industry to industry? While the specifics of each job will obviously differ, there actually isn’t much of a difference between the core onboarding components for one industry versus another. It all boils down to the same core ideas: clear communication, empathy, and knowing how to meet people where they are.
What Are the 3 Phases of Onboarding?
A successful onboarding program will focus on three major phases, organized by their primary goals:
- Administrative | Filling out essential paperwork and completing legal documents
- Orientation | Introducing the employee to their work environment and acclimating them to it
- Enablement | Ensuring new hires are set up for future success as they continue working
Each of these phases should be distinct and have their own dedicated time, as they are all equally important to bringing on a new worker. Too often, companies rush this process by cramming all three phases into a day or two, usually because they want to get workers into a productivity phase as quickly as possible. But ironically, hurrying through onboarding ensures the employee will be less productive as a worker—and possibly that they won’t stick around for long.
No matter what industry you’re in, your onboarding experience should be more than the bare minimum that gets new hires working. It’s not just about showing the employee what they’ll do for the company; it should also show what the company will do for them—and why they should want to stay an employee. This idea is called the employee value proposition (EVP), and a good place to start building your EVP is with a framework known as the “5 C’s of Onboarding.”
What Are the 5 C’s of Onboarding?
The 5 C’s of Onboarding are a set of guidelines for making sure an employee is fully integrated into their job. They consist of the hiring process as well as on-the-job learnings. Ideally, if the three phases of onboarding are done thoroughly (Administrative, Orientation, and Enablement), an employee should experience each of the 5 C’s throughout that process. They are as follows:
Compliance
Compliance is making sure the employee is in line with all legal requirements, policies, and company-specific obligations. Compliance includes documents like tax forms and other federal paperwork, but it also includes anything needed for the job specifically, such as equipment, nametags, personal storage space, or company email addresses—if the employee gets one.
Here, we can already see the disconnect between non-desk employees and desk employees begin. Many times, desk employees will have a company email that is used to contact them, where deskless employees either will not have one at all or too limited of access to a computer for it to matter. For example, in a landscape design company, a designer or foreman will receive a company email address, but a laborer will most likely not get one. And without a reliable means of contact, laborers may struggle to stay updated with changes to the projects they’re helping build.
Ease the Paperwork Process With Yourco
If a worker doesn’t receive a company email address, it can make the process of collecting tax information, HR documentation, and other essential paperwork more challenging. For non-desk employees without computers, this usually means having to find ways to print, scan, and/or mail paper documents to their employer, which adds a lot of work for them. But with Yourco, employees can complete these forms through SMS text messaging, making it easier for them to do and easier for you to document.
Clarification
Clarification is all about making sure new hires know everything their job entails—and everything that it doesn’t. A clear understanding of roles, responsibilities, and what additional tasks may be required is vital for establishing trust with a workforce. No one wants to feel blindsided by a task they didn’t expect or be held accountable for things they were unaware of.
Good clarification should also include how employees will know if and when something changes about their role. If an employee doesn’t have a reliable form of communication with their employer, they are forced to rely on their coworkers for updates or learning on-the-job when their performance doesn’t match expectations. This communication breakdown typically happens to non-desk employees, especially those who are constantly in the field or not included on office communication channels such as email. Yourco bridges that gap, letting employers reach out to employees anywhere they have phone service and keeping them informed when it matters most.
Confidence
Ideally, every employee should feel comfortable with their role and taking on new challenges in their job as the unexpected occurs. That’s exactly what the confidence part of onboarding is about: empowering employees to take ownership over their role. While an employer technically can’t “make” their staff feel confident, there are workplace elements that foster confidence. Some examples include clearly explaining employees’ roles, expressing the value they bring to the company, and establishing a trusting relationship that doesn’t make them feel micromanaged.
Confidence is also about giving employees clear points of contact when they need support, as well as ways to reach that support. If an employee knows where to go when they have questions or are unsure about a decision, they’ll feel more comfortable making choices on their own. And if the employee does need help, they will know where to go. Additionally, if workers feel like they’re in the loop on all work-related issues, they won’t wonder if they’re missing information when making decisions on the job.
Connection
Human nature is built around fostering relationships with others, and work is no different. Someone who feels included at work is not only more comfortable being there, but more comfortable performing their job—and far more likely to stay in the long run. Being connected at work is a three-pronged goal: employees need to feel connected to their coworkers, their role, and the organization. A successful work environment for a new hire means they have all three forms of connection—none can be left out.
What does that entail, exactly? Let’s look at each type of connection individually:
- For connecting to coworkers, it’s about creating space for building relationships, especially with people they work in close proximity with.
- Connection to the role requires an understanding of how it brings value to the organization, and an alignment of the job’s responsibilities with that person’s goals.
- Last but not least, connecting to the organization is about feeling updated on what’s happening in the company, no matter who you are or what position you hold.
Oftentimes, non-desk employees can feel disconnected from their company because they don’t receive regular communication, and will often know desk employees that do get regular communication. Disconnect can also happen when employees don’t work at the same time as their managers, such as night-shift or third-shift workers. With Yourco, you can not only reach these employees easier, but you can even automate text messages to go out when they’re working. This makes them feel more included in the organization, and that they’re receiving the info they need when they need it—not just when their day-shift counterparts are receiving it.
Culture
We often hear “culture” used as a bland corporate term, but what does culture actually mean for a workplace? Culture is not just about how employees talk to each other, it’s also about the shared values everyone working there holds. New hires need to clearly see what matters to the people they work with because that’s how they determine whether their values align. A true sense of belonging comes from not just the people you work with, but the brand you work under: feeling proud to represent a shared idea. That’s what culture is really about in the workplace, and culture should be universally felt, regardless of what kind of role each employee plays in the organization.
Additionally, you may also occasionally see the “6 C’s of Onboarding” referenced, in which case a sixth element—Checkback—was added as of 2022. This step is essentially following up to make sure the employee is thriving in their role and that they understand all necessary pieces of their job. Checkback also verifies the employee knows how to stay updated on workplace changes.
But what happens when onboarding doesn't address industry-specific challenges or fails to leverage the right methods? Let's explore the differences between digital and traditional onboarding methods and how they impact different industries.
Digital Onboarding vs. Traditional Onboarding Methods
Choosing the right onboarding approach can make or break how quickly and effectively new hires become productive team members. Let's contrast traditional methods with digital solutions and see where a hybrid approach might offer the best of both worlds.
Traditional Methods: Face-to-Face and Paper Trails
Traditional onboarding often involves in-person orientations, paper forms, and classroom-style training sessions. There's value in this hands-on approach—it allows for immediate interaction, face-to-face relationship building, and real-time feedback.
But let's be honest: it's time-consuming and not very scalable. The process can take up to 30% longer compared to digital methods. Plus, relying on physical paperwork increases the risk of errors and delays, especially problematic when you're onboarding a large number of seasonal workers.
Digital Methods: Embracing Technology for Efficiency
Digital onboarding leverages online portals, e-learning platforms, and automated workflows to get new hires up to speed quickly. Employees can access training materials anytime, anywhere—a big plus for remote or dispersed teams.
Companies report up to a 70% reduction in onboarding time when they switch to digital methods. Automation reduces errors, and digital forms eliminate the need for stacks of paperwork.
The only issue is that for non-desk teams, communication may be difficult. Yourco takes care of all these communication issues with their SMS platform that reaches non-desk employees wherever they are!
Finding Balance with Hybrid Models
So, which is better? Maybe we don't have to choose. Hybrid onboarding combines the efficiency of digital tools with the personal touch of traditional methods. It might look like this: initial paperwork and training done online, followed by in-person meetings or video calls to build relationships and answer questions.
This approach allows organizations to tailor the onboarding experience to individual needs, accommodating both tech-savvy employees and those who prefer face-to-face interaction. It's about flexibility and making the onboarding process as smooth as possible for everyone involved.
Solutions for Common Onboarding Challenges
Tackling onboarding challenges head-on requires practical, adaptable solutions. Here are some strategies that organizations across industries have used to great effect.
Tailoring Onboarding to Your Workforce
One size doesn't fit all when it comes to onboarding. Customizing the experience based on your workforce's demographics and industry specifics can make a significant difference.
Take Starbucks and Airbnb, for example. Starbucks offers multilingual resources and cultural sensitivity training, recognizing the diverse backgrounds of its employees. Airbnb provides role-specific onboarding, ensuring that each employee gets the information most relevant to their job.
The key is to understand who your employees are and what they need to succeed. Conduct demographic research, involve a diverse onboarding team, and make sure your training covers industry-specific compliance requirements.
Leveraging Technology for Better Communication
Technology can be a game-changer for onboarding, especially when dealing with a dispersed or large workforce. Mobile-friendly solutions like Yourco make it easy for new hires to access resources and stay connected, right from their smartphones.
Continuous Improvement Through Feedback
An effective onboarding process isn't static. Implementing feedback loops allows you to continually refine and improve. Regular check-ins with new hires can surface issues before they become bigger problems. Post-onboarding surveys provide valuable insights into what's working and what's not.
Don't limit feedback to new employees; gather input from managers and team members involved in the onboarding process. Use this data to make informed adjustments, ensuring your onboarding stays relevant and effective.
Holding Everyone Accountable
Onboarding isn't just HR's responsibility. Clearly defining roles for HR, managers, and team members ensures that everyone knows what part they play in bringing a new hire onboard successfully.
Set measurable goals, track progress with task management tools, and share insights with key stakeholders. When everyone is accountable, the process runs more smoothly, and new hires have a better chance of long-term success.
Industry-Specific Onboarding Challenges
Different industries face unique hurdles when it comes to onboarding workers. Let's dive into some of these sectors and explore the specific challenges they encounter.
Agriculture: Overcoming Language Barriers and Remote Locations
In agriculture, many workers are migrants or seasonal employees who might not be fluent in English. This language gap isn't just a minor inconvenience—it can lead to misunderstandings about job duties, safety protocols, and company policies. For example, in California's Central Valley, up to 60% of farmworkers primarily speak indigenous languages from Mexico, creating significant communication challenges.
Adding to the complexity, agricultural work often takes place in remote areas with limited access to technology and training resources. The constant influx of seasonal workers means farmers are repeatedly onboarding new people with little time to spare.
Some have found creative solutions. Mobile training units equipped with multilingual video tutorials on safety procedures and harvesting techniques have made a tangible difference in bridging the communication gap. Moreover, Yourco has its AI-translation features that ensure that all employees receive communication in their desired language.
Logistics: The Race Against Time
Logistics is all about speed and efficiency. Warehouses and fulfillment centers operate under tight deadlines, and new hires need to get up to speed—fast. The high-pressure environment can be daunting, leading to a turnover rate that's 60% higher than other industries.
During peak seasons like the holidays, companies might bring on thousands of temporary workers. Take UPS, which hires over 100,000 seasonal employees annually. To streamline onboarding, they've turned to virtual reality for driver training, cutting onboarding time by 25%. Additionally, with Yourco’s real-time instant SMS communication and impressive read rate of 98%, you can ensure that everyone is getting the communication they need, as fast as possible.
Manufacturing: Navigating Safety and Compliance
Manufacturing environments can be hazardous. New employees need thorough safety training to prevent accidents—there's no room for shortcuts here. Compliance with regulations from agencies like OSHA and the EPA adds another layer of complexity.
For instance, a leading automotive manufacturer implemented a two-week intensive onboarding program for assembly line workers. Using virtual reality simulations and hands-on practice during non-production hours, they reduced new hire accidents by 30% and improved productivity by 15%.
The Role of Ongoing Support and Technology in Retention
Getting new hires through the door is just the beginning. Keeping them engaged and committed over time requires ongoing support—and technology can play a pivotal role in making that happen.
Engagement Doesn't Stop After Onboarding
Did you know that 70% of employees who are at risk of leaving cite a lack of career advancement opportunities as their main reason? When companies invest in continuous support and clear paths for growth, retention rates can soar.
Strong onboarding can boost retention by up to 88%, but the benefits compound when support doesn't taper off after the first few weeks. Employees who experience structured onboarding are 69% more likely to stay with a company for three years or more. Building a culture that values feedback and development keeps employees engaged and less likely to jump ship.
Real-Time Feedback Through Technology
Real-time feedback isn't just a buzzword—it's a practical tool for improving employee satisfaction and performance. Platforms such as Yourco that facilitate instant communication allow for quick course corrections and keep everyone aligned.
These tools promote transparency and give employees a voice, fostering a sense of belonging and engagement. It's not just about addressing issues—it's also about recognizing achievements in the moment.
Keep the Conversation Going with Regular Check-Ins
Consistent check-ins are crucial, especially in environments where face-to-face interaction is limited. They help identify concerns early and show employees that their development is a priority.
Automation can help schedule these interactions so they don't fall through the cracks. Some companies use pre-boarding training to set expectations and start building relationships even before the first day on the job.
Investing in professional development opportunities—like workshops, mentorship programs, or clear career pathways—also signals to employees that there's a future for them within the organization. This not only enhances their skills but increases their loyalty.
Yourco: Onboarding New Employees, Maximizing Success
If your employees had to describe your onboarding experience in one sentence, what would they say? With a platform like Yourco at your fingertips, some words in that sentence will likely be “easy,” “helpful,” and “informative”—whether they’re in an office or in the field. Our text-based communication platform helps you make onboarding a universal experience for all employees, and ensures your non-desk employees don’t feel like an afterthought. Fill out paperwork, send personalized reminders, and keep them up to speed on everything they need to thrive at their job.
What companies use for onboarding employees can boost other aspects of company communications—that is, if they’re using Yourco. With Yourco, you can share information with all your employees at any time, and on their schedules. Send company-wide updates, communicate with workers while they’re out of office, or automate reminders for the night shift while you’re sound asleep in bed. The possibilities are endless!
Yourco not only simplifies onboarding but also plays a crucial role in ongoing support and retention. By facilitating real-time, two-way communication, Yourco helps keep employees engaged and connected, reducing turnover and improving productivity.
Contact us to set up a demo, or try it out for free today!
