Using Thomas insights to create personalized onboarding

Kelly Kiernan

 What companies are struggling with  

Gallup reports that after completing onboarding, only 29% of employees feel fully prepared and supported to excel in their new role. Creating an onboarding experience personalized to the new hire is tricky when you barely know them, and you can make sure you send them your policies, relevant training and information about office hours and how to book annual leave – but we all know onboarding is about more than that. It’s about embedding your new hire into your company culture and making them feel safe, trusted and respected as part of a new team as quickly as possible.  

What this means  

For those whose new hires fall under the 71% of people who aren’t completing their onboarding feeling prepared and ready to hit the ground running, this will lead to more time needing to be invested by the managers to get them up to speed, less confidence in the workplace by the new hire (and potentially, a lower sense of job satisfaction) and more time to wait until your new hire is ready to make the difference  that everyone was so excited about in their interview.   

It could even lead to your new hire falling under the 1 in 5 employees that fail probation, leading to performance management, an unhappy team and potentially a gap in your team if they decide to leave the company all together. Then everyone – the team, manager, talent acquisition team and HR – are all left back where they started, when it could all have been avoided by a better onboarding experience.  

 

How Thomas can help  

When someone takes our assessments, a Thomas Assess profile is created for them. This is a treasure trove of valuable insights covering:  

• How they like to work 
• How they like to communicate  
• What motivates them  
• How to deliver feedback  
• ... and so much more  

But most importantly when we’re looking at the topic in hand, in their Thomas profile you’ll find:  

• A personalized onboarding plan  

This is all based off the science-backed insights from their assessments and is equipped with tailored advice from our team of Psychologists.  

Managers and HR have enough on their plates, but making each onboarding process personal to the employee doesn’t have to be difficult or cumbersome for the manager. Not only will these Thomas Assess insights allow you to create a personalized, effective onboarding experience, they’ll work as the backbone for the employee/manager relationship throughout their time in the role. Better connections between teams, managers and employees start with a better understanding of each other. Thomas Assess has this covered. 

 

If you’d like to see how you can use our Thomas Assess insights to build a personalized onboarding plan, speak to your Customer Success Manager for a demo and they’ll show you how it all works.   

 
Have you used Thomas Assess for onboarding? If you have, share your story with the community in the comments below.