Reduced turnover, talent retention, and improved recruiting efforts can all be attributed to a well-thought-out onboarding process. Reports show that employees who participate in a well-structured onboarding initiative are 69 percent more likely to stay with their company for more than three years — proving that onboarding efforts can make or break the success of a new hire. However, onboarding should never be confused with training. Instead, the program should supplement training efforts to focus on acclimating new hires with the company culture and direction. What makes an onboarding program successful? We’ve shared three tips to get your company there.
It all starts with talent acquisition and planning
Acquisition and onboarding go hand-in-hand. Keeping this relationship in mind, executives should first create a detailed description of their ideal candidate. This person should not only be qualified for the position, but also fit in with their respective team. A strategic onboarding plan can set the tone — and perception of the company — for a new hire’s entire first year of employment. Yes, you read that right, first year. Onboarding is not a short-term initiative and shouldn’t be treated as one. With potential to impact retention and ultimately revenue, onboarding needs to be carefully designed and implemented.
Don’t forget the importance of culture
Four percent of new employees quit after the first day and 50 percent leave their job within four months. The main reason? Lack of integration with the company culture. Employees who have trouble acclimating are at a severe disadvantage, so it’s up to executives to streamline this process. For example, FreshBooks hosts “Newbie Nights,” which are a formal part of the onboarding process, and allow new employees to interact in a more relaxed setting. Furthermore, executives can hold culture meetings with new hires. This gives executives an opportunity to tell the company story and provide a general overview of the culture, while new hires can ask any questions they may have about the “soft stuff.”
Strive to make new employees feel comfortable
Onboarding a new hire doesn’t begin day one of employment. The process kicks off weeks prior to the start date with continued outreach and excitement. Once the new hire is in the office, make sure they’re equipped with all the necessary tools and information needed for success. Another important step is to encourage employees to go out of their way to make new hires feel comfortable. Feeling valued and welcomed breeds happiness from the start, and happy employees are 20 percent more productive than unhappy employees. Pairing new hires with an onboarding partner is a great starting point. This type of program allows for more personalized feedback, while also fostering positive interpersonal relationships in the workplace.
Onboarding is more than just training. It’s a strategic process which requires extensive planning, cultural integration, and relationship building. If all of the criteria is met, your business will find itself with a seamless and effective onboarding process.
To learn more about employee onboarding, check out the WorkSmart blog!
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