A solid onboarding process benefits the business in terms of increased productivity, better retention and higher engagement levels for new hires. However, structured onboarding is too often overlooked and underutilized by organizations.
The creation of a comprehensive onboarding process is integral to helping organizations retain and engage new employees long after the first few weeks on the job.
Many organizational leaders think they are doing enough to onboard new hires, when they are actually just running them through an unstructured orientation process. According to a Bersin by Deloitte study from 2014, “more than 50% of organizations either have no structured onboarding solution or use a homegrown solution that has not been built for the competitive digital age.”
Employee Onboarding Strategies Make a Long-Lasting Impact
The first few weeks and months on a job are critical to a new hire and to his or her future at a job. Turnover among new employees in a workplace where there isn’t a consistent onboarding process is an ongoing issue for many organizations. In fact, a survey by ADP showed that only nine percent of managers and 20 percent of HR professionals feel their organization executes onboarding extremely well today. This indicates that employers often fall short in the early days of employee engagement, making it difficult to retain and inspire the workforce.
The SHRM Foundation found that, for one organization, “new employees who attended a well-structured onboarding program were 69 percent more likely to remain at the company up to three years.” Impact Instruction Group, an Ohio-based corporate training and development firm, advises that 30 percent of our respondents who continually update their onboarding programs are likely better positioned to uncover and act upon industry indicators and employee trends in the organization. A smart onboarding program recognizes the importance of an employee’s ability to ramp up key skills quickly, setting the employee up for success and enhancing the overall competitiveness of the business.
Guidelines for Creating Effective Employee Onboarding Strategies
It’s crucial for each organization to establish a consistent onboarding process for all new employees while ensuring that it’s also customizable for the needs of a particular new hire. Designing employee onboarding strategies begins with a look at the short- and long-term needs of the business and the employee. Consider the benefits of both informal and formal processes, understanding that these two elements happen simultaneously:
In essence, the best of both worlds is a comprehensive program that combines the formal with the informal in a structured and consistent way, to set employees up for long-term success on the job, greater engagement and increased retention.
Onboarding Made Simple
Create a structured digital-onboarding process focused on human needs and outcomes using the “3 Cs”.
Starting a new job is a big milestone for your new employees. Instituting a structured and comprehensive approach to ensure they are ready to hit the ground running on day one will help solidify the success of your new talent and, ultimately, your business.
By Tess Taylor, ADP
Source: Forbes
If you were to ask a random person on the street what an HR professional does, their answer would probably be conflict resolution, or that HR folks deal with employee salaries and benefits. And while that is part of an HR professional’s responsibilities — to ensure employee safety, respect and accountability — that doesn’t even scratch the surface.
With remote work destined for good to be a fixture of the modern workplace, almost half of companies are monitoring remote employees’ online activities. Monitored activity can include active work hours, websites visited, chats, and messaging logs. Almost a third (31%) of respondents said their employers are monitoring their computer screens in real-time.
Whatever the reason, people seem to be strongly craving a connection with their true selves and to bring more authenticity into their lives. There’s just one problem. There is no true self, at least not in any sense of the self that we can understand through science. We should seriously question the idea of authenticity as a meaningful construct in our lives.
