Good Onboarding is the Key to a Successful Software Development Team

Let’s be honest, onboarding is frequently overlooked. You have your new software developer and you give him or her a brief tour of the premises, a short introduction of the team and then it’s off to work, “They’ll learn by asking questions” you tell yourself, and get back to your day-to-day..


The truth, however, is that good onboarding can be the difference between an employee that wants to stay and give the company their 100%, and a soon-to-be ex-employee, because we forget how stressful it is to go around like a detective discovering how the company works and how disappointing it is to see HR react slowly to queries and difficulties.

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Bad Onboarding Can Impact Negatively on Your New Software Developer


No onboarding at all at is a terrible idea without a doubt, but bad onboarding can be just as detrimental to the future of your software developer in your company. In a 2016 talent acquisition research, it was discovered that as much as 58% of onboarding programs focus mostly on paperwork and processes and not in equally important matters such as people, culture, and performance. This means that employees don’t get a feel for the place they’re working in, which negatively impacts their motivation and interest towards achieving company’s objectives and success.


In another harrowing statistic, as much as 1 in 5 new hires will not recommend the company to their family and friends as a good place to work. That number is staggering when you think that one of your most important calling cards and advertising team is your staff.


Investing Time in your New Software Developer Will Reap Huge Benefits in the Long Run


On the other hand, doing things right can be the key difference between a successful team member and a moaning demotivator. According to HCI and Kronos, there are five main reasons to conduct a thorough onboarding program:

 - Integrating new hires to the corporate culture; 

- Completing compliance requirements and other related registrations; 

- Creating employee buy-in with organizational business strategies; 

- Reducing time to proficiency; 

- Clarifying responsibilities and roles. 

These are in order of importance, so as you can see, making people feel a part of corporate culture is paramount to a good performance from your new software developer. So, go all out to make your employees feel part of the team, part of something bigger than them, so they will be motivated to work for its success.


At Developers.Net we pride ourselves on our onboarding practices, so always feel free to come to us for support with your nearshore software developer.

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