How to Improve Onboarding With Org Charts

The Twitterverse is fondly reminiscing about some embarrassing office moments of people failing to recognize their company executives.

One Tweet, which started the ball rolling, featured an encounter between an intern and a CEO. During a company dinner, the author shared how the former asked the latter, “Who are you?”

It was a good thing the CEO had a good sense of humor, but the intern might have wanted the ground to open up and swallow them whole.

As for the rest of the employees? Well, they all got a good dose of secondhand embarrassment, too.

This innocent mistake is quite commonplace based on the number of quotes and tweets.

Whether in a social or office setting, people shared their stories of brazen “who are yous” without knowing they were talking to executives, dignitaries, or high-ranking officials.

But why does this happen? Can you do something to help your interns and new hires avoid these embarrassing encounters?

Actually, you can. Use one simple visual—the org chart.

How onboarding helps the “New Guy”

We’ve all experienced being the “new guy.”

It’s not easy, particularly if the company or department you’ll be working with is already close-knit.

There might be some discomfort or weirdness, but that’s nothing compared to the level of lost your new hire will be, especially if you don’t help them out.

Even if your onboarding procedure is excellent, you must implement strategies promoting cooperation and communication. During the onboarding process, a new hire won’t function well alone and may be more likely to choose that option than to put themselves out there.

New hires require the tools necessary to make confident judgments to feel at ease in their roles.

Every new employee joining your team should have access to a corporate profile package including an org chart to guarantee that they are provided with the appropriate resources.

What is an org chart?

How many people did you converse with during your early days as a new hire?

There were probably several. When you finished talking with the first person, they either sent you to someone else or asked them how to meet your needs best.

Hierarchy and structure are the two forces at play in this situation.

Businesses are set up in particular ways to make operations easier. Different positions are given to employees based on their qualifications and prior work history. They must deal with problems that develop under their role.

A component of the organizational structure is the hierarchy.

It conveys a sense of structure and direction. For example, the less experienced employees report to the more experienced ones, who frequently hold higher positions.

Structure and hierarchy are the cornerstones of organizational charts. They provide a graphic representation of the organizational relationships and reporting structures.

Organizational linkages and reporting structures are frequently written down. As a result, employees must go through a mountain of paperwork to determine who they report to.

Team members need to know more than just their direct supervisors. They must be familiar with the entire reporting structure to comprehend the overall procedure.

This is crucial since avoiding the person in charge of a particular task can make them feel forgotten or mistreated, leading to hostility within the organization.

When using organizational charts, employees find it simpler to comprehend the organizational hierarchy across many departments. If an employee has a need, they can contact the appropriate person with the help of an effective organizational chart.

Why is an org chart essential to successful onboarding?

There is a lot of pressure on new hires to adjust to a new environment.

The sooner you can be effective on the job, the better. Incompetence is thought to exist when things take longer than expected to get going.

New hires are constantly trying to impress others, especially their supervisors, and catch up on corporate expertise.

Another difficulty that new hires encounter is getting to know the staff.

Early on, they may act awkwardly around the people they work with since they don’t know who is who.

When they have to interact with strangers as part of their jobs, the absence of familiarity becomes even more apparent. They start a game of questions because they don’t yet know each person’s function.

Every time they need to meet someone, they must first ask. Their productivity is hampered, and their self-confidence is affected by this dependency.

New hires wouldn’t have to go through this if the company had an organizational structure.

Instead, they would pause to look at the chart to understand who they are collaborating with. They won’t need to ask anyone for the information once they recognize the names, roles, and faces of the people they report to.

The onboarding procedure will be simpler because they will know who to contact if they have any questions.

An organizational chart also aids new hires in becoming acquainted with others outside their departments. They only need to look at the chart to know who to contact if they require input from staff members in other departments.

Make onboarding a breeze with Hezum

We’ve established how crucial a successful onboarding process is to your new hire’s performance. But the truth is, the whole process is another heavy burden for your HR department.

Utilizing a complete HR solution for your small to medium-sized organization’s HR team is one way to ensure you provide an effective onboarding without burdening your existing team.

Hezum might be what you need.

We built an onboarding solution that guarantees you’ve got everything under control, from contract signing and logins to induction and training. As a result, you can make sure your new hires are prepared to hit the ground running.

Your new hires must experience a sense of belonging and be motivated and effective right away.

With our New Hire Portal, your rookies get all the help they need as they can log in, read and manage their corporate paperwork, and comprehend what will happen during the onboarding process.

And yes, there’s an organizational chart, too!

Hezum lets your new hires put faces to names and understand your company’s structure with the org chart.

Plus, there’s a database they can refer to if they ever need information, such as a co-worker’s email address, to get a task or project started.

To summarize

Your onboarding procedure greatly influences your new hire retention rates. A thorough plan must be made for training new hires about their role, the business, and the sector.

A well-thought-out approach can make the difference between a new hire lasting for three months or three years by successfully integrating them into your organization and its culture.

Giving new hires the tools they need to comprehend and perform their new position is the first step in a successful onboarding process. Help them familiarize themselves with their role, co-employees, and how they contribute to the organization.

Once you give them all the necessary information and tools, they’ll feel even more comfortable, confident, and ready to take on the position.

Want to streamline your onboarding process? Hezum’s here to help. Visit our website today to learn more about our HR solutions.