Covid has taught us that change is unavoidable. During this time companies have had to rapidly adapt to new circumstances. The amount of change might have been minor for your organization, but it’s possible that you had to transition to a completely new company structure. Either way, onboarding and reboarding staff is often required in these instances. In this blog we will walk you through essential tips for onboarding and reboarding employees.
Make a clear difference between onboarding and reboarding
First and foremost, it’s important to make a distinction between onboarding and reboarding. Onboarding is meant to make new employees feel at home in their new job, meaning they’re introduced to all the processes and expectations of the company. Tayla Bauer developed an onboarding model in 2010 that should guarantee a successful onboarding program. The model consists of the following 4 C’s: Compliance, Clarification, Culture and Connection.
- Compliance forms the basis of onboarding. Think of the ground rules within the company, sickness of employees and safety rules.
- Clarification entails the role and expectations of the employee and company. The personal goals of the employee also need to be considered.
- Culture refers to the company culture. It’s important to introduce new employees to the mission, vision and values of your company.
- Connection might be the most important C. After all, if a new employee doesn’t feel at home in your organization, they might leave. Always be sure to familiarize your new employee with the social structure, groups, sub-groups and networks within the company.
Once you’ve ticked all the C’s, it’s crucial that you keep checking in with your new staff. The effort you put into your employees, reflects back on your company results.
The process for onboarding is inherently different from reboarding staff. When you reboard employees, you essentially rehire them, meaning that they’re already familiar with the company. It might be that you’re rehiring your employees because your organization transitioned to a new company structure. In that case you will need to pay special attention to alignment. Clear communication is key and you will need to guide your staff as smoothly as possible through the reboarding process. You can read more about this in our blog about change management.
Develop a reboarding solution
As we’ve discussed above, it’s of the utmost importance to guide your staff through the process of reboarding. First of all, you need to develop a reboarding solution. This means that you’ll have to be on the same page with everyone in the organization, so that there are no misunderstandings or nasty surprises. You also need to be completely transparent with the employees you want to rehire. They might question their competences if they have been laid off. It’s your responsibility to let them know why that happened and why they’re essential to the company. It might also be the case that your reboarded employees won’t be assigned to the same job they used to have. Especially in those instances, you need to have airtight training and resources in place. MobieTrain offers a mobile microlearning solution that allows your employees to get reboarded anywhere and anytime.
Choose smart, choose MobieTrain
Even though reboarding is part of the employee journey, it’s often overlooked. Make sure you’re not one those people and leverage the skills of your onboarded and reboarded employees strategically. If you’re curious what we can do for your organization, you can book a free demo.