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Did you know up to 20% of employee turnover happens in the first 45 days? And the cost of replacing those employees can result in a huge burden on the organization: up to 300 percent of the replaced employee’s salary! Simply put, it’s becoming increasingly important to make sure you’re attracting and hiring the right employees – and that you have a robust onboarding experience that makes them want to stay. Here are a few ways to provide your new hires with a successful onboarding experience that will make them more likely to remain with your organization.
1. Make Sure Your Onboarding Program is More Than an Orientation
A lot of people use the words “onboarding” and “orientation” interchangeably, but these are two very different things. Orientation is usually a session that the employee attends on their first day in a new role. Sometimes it might last a few days. Onboarding, on the other hand, is the way new hires get adjusted to the social and performance aspects of their jobs while also learning the attitudes, knowledge, skills, and behaviors required to be successful in your company.
With the right onboarding program, you can ensure that your new employee gets off to the best possible start. Research shows that each year, nearly 25 percent of the nation’s workforce undergoes some type of career transition. As we mentioned, turnover is expensive. But having a great onboarding experience can really pay off. In fact, nearly 70 percent of employees are more likely to stay with a company for at least three years if they experience great onboarding.
2. Start the Onboarding Process Before the Employee Begins Work
It’s important to go over the details of the employee’s first day before they even clock in. If they will be at a workplace, where do they park? What time should they arrive? What do they need to bring? Whom should they ask for upon arrival? What is the dress code, and are there any dress requirements if they will be working remotely? What breaks will they have? How do they clock in? What is their orientation schedule?
Tell new employees what the office is like and what to expect on their first day. Maybe mention the general working hours of people in the office. Whatever you say, get them excited for their first day at work.
Another important task is setting up the new employee’s workspace, whether it’s in a workplace or at home. Determine what equipment and supplies they’ll need, and pre-order them if necessary. Consider setting up their computer and having their login credentials ready to go. You’ll prevent wasted time, and the new employee will be able to focus their energy on diving into their new role.
3. Explain the Benefits and Policies
Most employers simply tell employees they offer benefits X, Y, and Z without explaining what each benefit means. Consequently, many employees have no idea what their benefits are or how to use them. If employees don’t understand the perks they get, then the perks don’t build excitement or inspire loyalty. If employers don’t take the time to explain benefits to new employees, then they may feel their employer doesn’t have their best interests at heart.
Give employees time to read the company handbook, and let them know whom they should go to with any questions. Whether you offer many rich benefits or just a few, set aside time to make sure every employee knows what benefits they get, the ways to use them, and how to enroll. Knowing that a benefit is readily accessible will make it feel more valuable.
4. Introduce New Employees to Your Company Culture
Part of introducing your new employee to the rest of the team involves familiarizing them with the culture, mission, vision, and values of your company. Where has it been and where is it going? If you have a mission statement, manifesto, or culture guide, make sure employees are made familiar with it from day one.
Be upfront and concrete about what your company values are, how your company follows them, and how you expect every employee to exemplify those values. Ask new employees how they see themselves contributing to your mission and vision, and create goals together that fit with your company culture.
The sooner an employee feels confident in their job and place in the corporate culture, the sooner they will be contributing to your bottom line, and the more likely they will stay. An effective onboarding process builds on the excitement and energy new employees feel at the start of their new jobs and sets the foundation for an employee’s long-term success.
Learn more about how GTM makes it easy for our clients to provide an optimal onboarding experience for their employees.
Download our Free Guide: Recruitment, Onboarding, and Engagement in 2021
The way you onboard your employees has shifted, due in part to the expansion of remote workforces. There are many approaches to take for these processes, and the pandemic in 2020 made things a bit more complex for hiring and retaining talented employees. That’s why we’ve put together this Recruitment, Onboarding, and Engagement in 2021 guide to help you with what you need to know.
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