Onboarding and Socialization
Employee Socialization
Employee socialization refers to the evolutionary journey undertaken by employees once they change roles, teams, or even organizations. The basic tenet of employee socialization enables employees to familiarize themselves with the organization’s culture (Cebollero, 2013). The leadership and incumbent employees play a significant role in guiding new employees occasionally to help them adapt.
I have worked as a part-time driver for the emergency medical services provider. Although I was not a professional medical provider, the importance of my role as an ambulance driver cannot be understated. The medical provider employed different strategies to socialize everyone in the organization.
Key among the strategies employed by the organization is anticipatory socialization. Anticipatory socialization starts before one begins to work at their new workplace (Phillips & Stanley Morris Gully, 2015). The process involves receiving research guidelines and information about the company before working. Before taking emergency cases, the company organized a socialization meeting with incumbent and experienced drivers who shared critical insights about the organization and my role as a driver. However, one downside of the organization’s socialization strategy is the overwhelming disconnect between what organizational leaders think is the organization’s culture and what employees encounter.
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Employee Retention Strategies
Apart from employee onboarding (socialization), there are other strategies that the organization can employ to retain its employees in the long run. Fair compensation is a crucial employee retention strategy (Phillips & Stanley Morris Gully, 2015). There is a need to regularly evaluate and adjust employee salaries to help the organization stay competitive in the job market. Besides, random bonuses for exemplary work and commitment are advantageous (Phillips & Stanley Morris Gully, 2015). Similarly, wellness offerings are crucial in helping employees feel like part of the organization. These include ensuring their physical wellness and incorporating stress management programs. Finally, organizational leaders should adopt timely, positive, and constructive communication.
References
Cebollero, C. (2013, February 26). Council Post: Organizational Socialization: What Businesses Often Forget When Onboarding New Employees. Forbes. https://www.forbes.com/sites/forbescoachescouncil/2019/02/26/organizational-socialization-what-businesses-often-forget-when-onboarding-new-employees/?sh=38917afe4faf
Phillips, J., & Stanley Morris Gully. (2015). Strategic staffing (3rd ed.). Pearson.
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Question 
Onboarding and Socialization
Unit Learning Outcomes
Describe the importance of onboarding and socialization. (9)
Describe the importance of onboarding and socialization. (9)
Directions
Answer BOTH of the discussion questions and respond to at least two peers. Include at least two outside sources in your postings for full credit.
Discussion Questions
Think of a past organization where you worked. What did they do to socialize you? Look at the types of socialization from Chapter 12. Identify what type of socialization it was. Could the organization have done a better job? If so, how?
Which strategies do you recommend for an organization to retain its employees? How does retention relate to selection?
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