The onboarding process is one that every employee is familiar with. After all, how else can a new team member transition into their new responsibilities? However, not all onboarding programs are made equal, and some are less successful than others. According to Gallup, only 12% of surveyed employees reported strongly agreeing that their company did a great with their onboarding process. With such a low rate of satisfaction with onboarding, employees are at risk of feeling less prepared for the position, which may also lead to discouragement and low engagement levels. HR leaders must consider the effectiveness of their onboarding program to ensure their new hires can truly feel they have become a part of the team.
Retention Begins with Onboarding
Creating effective onboarding programs isn’t just about increasing employee satisfaction, although it is something to watch out for. Research shows that new hire turnover can reach up to 20% within the first 45 days. With this turnover rate, HR teams may have to plan to use more resources to find a new employee just when the search should be over after the hiring contract is signed. Unfortunately, this is an expensive process as it can cost up to two times the original employee’s salary to hire a replacement.
A new hire could leave for a multitude of reasons. However, with only 12% of employees reporting this high level of satisfaction with the onboarding process coupled with the cost of replacements, this is an area that cannot be ignored.
Actionable Strategies for Seamless Onboarding
Without an effective onboarding process, employees can be left feeling in the dark. They may not truly understand how the position works. If the process takes too long, they might feel too isolated from the rest of the team.
For HR leaders looking to enhance their onboarding process and combat new hire turnover, here are 5 strategies to consider:
- Don’t Wait: Once the hiring contract is signed, it is time to start the onboarding process. There is no need to wait until their first official day of work. Provide any necessary information (handbooks, instructions, schedules) before their first week begins so they know what to expect.
- Set the Timeline: Be clear with new hires on how long onboarding will take. Set clear goals for each day and check in to make sure each milestone has been reached. Plan for a way to transition them into the new role at the end of the onboarding process.
- Buddy System: Assign new hires to a trusted employee. This seasoned employee will be a beacon of support and can guide the new hire as needed. By having a dedicated go-to person, the new hire can quickly become productive and fully integrated into the team.
- Culture Training: Employees who take part in company culture can be more engaged and satisfied with their position. Introduce the new hire to the company’s values and practices early on and incorporate culture-related training into the onboarding process to foster a strong sense of belonging.
- Room for Improvement: Remember to always offer constructive feedback. Or if the new hire is doing excellent work, then celebrate their achievements. The goal is to ensure the new hire feels recognized and valued, so show genuine interest in their success and make it clear that you’re committed to helping them thrive.
Invest in Onboarding, Reap Long-Term Rewards
A well-structured onboarding process is critical for integrating new employees effectively and fostering long-term retention. By implementing these strategies, HR leaders can create a welcoming environment that not only prepares new hires for their roles but also helps them feel connected and valued within the organization.
