Want Your New Hire To Hit The Ground Running From Day-1?
The best way to do that? A good onboarding program!
Today’s business operates at a faster pace, demands more, and has no patience for delays. If you really want your new employee to get up and running quickly, provide them the tools, training, and information they need right when they step in. What’s the best approach to go about it? A good onboarding strategy.
A “New Employee Orientation” Isn’t Enough!
Beginning a new job is similar to the first day of school for most new recruits: they’re thrilled, maybe a little nervous, and ready to make a difference in their new company. But, before they dive in, they need to know what it takes to be the best.
That’s where a well-designed onboarding program comes into play. Employees are trained and engaged in an efficient process, so they become productive members of your firm. What other advantages does a strong onboarding system provide? Read on to know more!
A good onboarding program helps you…
1. Attract and retain top talent.
59 percent of HR experts believe that retaining exceptional and high-performing candidates will be a big challenge in the coming years. While it’s simple to match perks and pay, it’s far more difficult to match the intangible factors that keep employees loyal, such as solid relationships with managers and a thriving workplace culture.
You can, however, use an excellent onboarding process to provide a solid base for the intangible factors that contribute to great work culture, and leverage that to attract and retain top talent.
2. Engage employees early on.
While company fundamental culture and values vary based on the organisation, Gallup’s “State of the American Workplace Report” found that irrespective of disparities, the most important outcome was employee engagement, specifically engagement shortly after joining the firm.
You’ll go a long way towards developing engagement and retaining it in the coming years if you put every new employee through a smart, instructional, and engaging onboarding routine.
3. Boost business growth.
Any onboarding program should aim for engagement as a goal, not just because it fosters culture and camaraderie, but also because it promotes business success. People who were strongly engaged with their employer earned 147 percent more per share than their competitors, according to Gallup.
4. Build trust and alignment.
New hires should be educated and informed about the company’s policies and procedures through effective welcome activities. Have new recruits meet with top management and learn about major company projects and goals straight from them.
This is an excellent opportunity to go over your mission statement with new hires and assist them in adjusting to and understanding your company culture.
5. Forge connections with employees.
According to a significant number of Gallup reports, the most engaged employees are those who have good relationships with their workmates and supervisors. In their first week or so, assign them a “buddy” or friend to help them form such ties. Within the first 30 days, their buddy can be a support and listening ear for their thoughts.
6. Encourage open communication.
It can be daunting to express issues or feedback about your new work and surroundings when you take a new job. An onboarding system can give new workers the process and structure they need to ask any questions regarding their new job without feeling rushed. Providing this platform during onboarding can go a long way towards creating an environment where employees thrive.
7. Decrease turnover.
Employees who leave your firm, whether because they are a bad match or because they are just moving on, can have a detrimental influence on your bottom line and team spirit. Having an onboarding program in place can help ensure a better employee/employer match from the beginning, as well as establish communication lines to keep employees engaged over time.
Have any questions on how to create the ideal onboarding program? Hit me up or get all your answers here!
