Finally Get Managers to Ace Onboarding: Help Them With These Behavioral Science Tips

Has a hiring manager ever told you, “Onboarding is HR’s job”? Learn why manager engagement matters and how you can help them create a standout experience for their new hires.

The debate over who owns onboarding rages on. Just last week, this question was posted in r/humanresources by a frustrated HR executive:

Who is accountable for onboarding, the hiring manager or HR & advice request [N/A]

byu/False_Firefighter inhumanresources

One HR leader responded: “Our job is to make sure it’s getting done and done well, not to do it all ourselves.” 

Another added: “From an employee perspective – yes, HR gets payroll, benefits, laptop in place but we cannot be held accountable to integrate new members into teams. Hiring managers keep passing the buck. They don’t want to manage people which is part of being a manager.”

The tension between HR and hiring managers is nothing new. In fact, using technology to help hiring managers be the best version of themselves is one of the reasons we founded Enboarder in the first place. 

But why are hiring managers so important? And are there ways you could nudge them in the right direction? We break it all down below.

The Hiring Manager: Your Silver Bullet to Drive Engagement in Onboarding

Hiring managers might seem like the biggest pain point for anyone responsible for hiring great talent. But the fact remains that being a people manager today is no walk in the park. You’re expected to not only manage the work, but also to motivate, coach, and inspire your team. 

No wonder Gallup recently found only three in ten managers are involved and enthusiastic in their jobs. It might also be because of what the Chartered Management Institute calls “accidental managers.” Their recent survey found that 82% of managers who enter a management role have not had any formal training. 🤦🏻‍♀️

Why does that matter? Gallup says 70% of variation in the employee experience comes down to managers. More engaged, excited managers during onboarding means:

• More engaged, excited new hires
• More supportive, helpful team environment
• More productive new hires, faster

We’ve also seen the difference a great manager makes first hand from our customers. At Protective Life, for example, they compared new hire retention outcomes between hiring managers who are actively engaged in onboarding and those who are not. By far, people managers who took action at every step of the onboarding journey had new hires with better engagement and retention. If you’re interested in the full story, check out this webinar recording.

So yes, managers can be your silver bullet to onboarding success, if they get it right. But they need a lot of help: Many managers are stuck in meetings for most of the day and don’t have time to sit and think about the experience they want for their new hire. And even the most inspirational, seasoned manager might need a refresher if it’s been a few years since they’ve last recruited a team member.

Here are a few tips to help your hiring managers get “on board” with onboarding:

1. Schedule regular onboarding training for managers (Focus on the why, not just the how). “It’s important to show managers ‘what’s in it for me,’” says Chris Jones, global director, customer success at Enboarder. “That will often revolve around retaining employees (less time spent recruiting), having employees ramped in their role more quickly, and getting more output.”
2. Reward fantastic manager onboarding performance (It’s all about positive reinforcement). “Recognize managers who receive positive results from onboarding surveys or even introduce a leaderboard,” adds Chris.
3. Deliver an amazing manager onboarding experience (They’ll be more excited about the potential of great onboarding, thanks to their first-hand experience).
4. Provide a library of easy-access resources (So managers trust they’ve got the approved resources to answer new hire questions with confidence).
5. Integrate with as many systems as possible (Reducing confusion and saving time in getting their new hire setup).

The Download on Behavioral Science and How HR Can Use it to Help Hiring Managers

But even if you set up the most amazing process following every onboarding best practice, the process is only as good as the number of hiring managers who actually follow that process. This is where you can use behavioral science to your advantage. 

There’s a concept called nudge theory that argues that the best way to influence behavior in a particular direction is to encourage positive choices with suggestions and “nudges” rather than mandating and restricting certain behavior.

Now I know what you’re thinking: Isn’t a nudge just another notification a hiring manager is going to ignore?

Yes, while nudges are technically notifications, they are different. Unlike a mass HR email or a one-off message, a nudge is bite-sized and relevant to the receiver (hiring manager) – delivered at the right time, with the right information. And it’s super easy to take action with just a few clicks, so your managers can stave off the temptation to procrastinate on their tasks.

When nudges are used effectively, they actually reduce the cognitive load on your hiring managers by sending them only what they need to know right now. In fact, our customer TomTom saw a 200% increase in manager participation just by using this simple behavioral science trick in their onboarding process.

For example, they:The

• A/B tested a variety of content types and materials, from videos to presentations. Then they followed up with surveys and verified their findings with Enboarder’s heatmap data.
• Took a second look at the tasks they were requesting from their employees to ensure they were reasonably easy to complete.
• Broke down action items into bite-sized requests.

Here are some practical ways you can use nudges to empower your hiring managers to own the onboarding process, really “wow” their new hire, and start building a relationship with them:

1. Once the offer is signed, remind your hiring manager to reach out and share how excited they are for their new hire to join the team.
2. As soon as possible, have your hiring manager provision any necessary IT and/or equipment for their new hire so it’s ready to go on day one.
3. One week before their new hire starts, send a message to your hiring manager with a link to their onboarding checklist.
4. Especially for your remote and hybrid teams, encourage your hiring manager to send a quick video of themselves to their new hire, saying how jazzed they are to welcome them on board (Enboarder’s Video on the Go technology makes this easy).
5. Before day one, a hiring manager can have their new hire fill out a quick questionnaire so the team can get to know them better (think favorite food, hobbies, etc. – our Connection Cards make this super easy!).
6. Have your hiring manager surprise their new hire with their favorite snack on their desk on day one. They should also organize a team lunch at their favorite restaurant.
7. Make sure your hiring manager schedules frequent check-ins around role clarity and expectations so their new hire knows exactly how to smash their goals.
8. At the end of week one, encourage your hiring manager to schedule a check-in with their new hire to gather feedback and chat about how things are going.

None of these suggestions require a significant time or resource investment. But each of them shows a new hire that their manager cares about them as a person and wants to make sure they’re set up for success in their new role.

How Enboarder Empowers Hiring Managers in a Unique Way

The fact is, almost every people manager wants to be a good manager, but they often get so busy with tasks that they forget about the softer, more intangible aspects of being a good people leader. 

Enboarder’s automated onboarding workflows tap managers  on the shoulder and remind them of little things that are seen as thoughtful gestures that can make a new hire’s day. It’s the glue that creates a connected onboarding experience. 

Ready to see how Enboarder can make your hiring managers onboarding rockstars? Sign up for a demo of Connected Onboarding today!