By Marisa A. Colston, PhD, ATC
Introducing newly hired athletic trainers to the expectations, behaviors, and culture of the organization may be a good definition of onboarding; however, the process of onboarding goes well beyond the definition. An effective onboarding experience should involve the human resources office, although that is just the tip of the iceberg. Accountability for this process lies primarily with the hiring manager, who in turn, should ensure that the whole company is engaged. When a comprehensive, inclusive, and ongoing experience occurs, employees become bonded to the organization, its people, and policies. Not only will new employees sense that they are part of the team, retention will improve. Providing ATs what they need during the onboarding experience provides the tools and knowledge needed for strong productivity and happiness in their roles. If culture and values of the company are important, then new employees must be integrated into the company culture and that requires accountability and participation from all employees.
Onboarding starts before day one with effective planning and collaboration. The process continues through the very last experience the AT has with the organization. Rather than thinking of it as simply a new employee orientation, a box to be checked, a boring day in a stuffy room, or a football field length of paperwork, in other words, a destination, think of it more of a journey. A critical aspect of effective onboarding is a furtherance beyond the first day with ongoing engagement opportunities, key interval check-ins, and routine activities embedded throughout their tenure. There is convincing evidence that utilization of best onboarding practices will define the experience and long-term potential. Afterall, the goal is to keep new hires committed and excited to be a part of the organization.
A final thought to consider is that onboarding and training, although related, are not synonymous. Learning the responsibilities and procedures of the position requires training. Technology and other resources along with continuing education needed for the job will all be covered through training. Understanding the organization’s mission, vision, objectives, ethics and values requires ongoing onboarding. What great opportunities to introduce and regularly review and implement the NATA Code of Ethics and shared professional values, and the BOC’s Standard of Professional Practice