Get your employee onboarding process right and you'll have quicker employee integration and greater talent retention.
You've succesfully hired a new star - carefully selected for their skills, knowledge and company cultural fit. You're now four weeks into their term and they're still not able to pick up tasks or find their way around the company processes. What's gone wrong?
What you're likely missing is a great employee onboarding process.
After the application and job offer, employee onboarding is your new joiner's first experience of the company and what their role will be.
How the business operates, who works within the team, and the knowledge of how to fulfil their role within the organization will be a few details of vital importance to a new hire.
If you don’t make a good impression you could be saying ‘au revior’ to talent before you can say the word onboarding.
According to The Wynhurst Group, “22% of staff turnover occurs within the first forty-five days of employment”.
The employee onboarding process involves many stakeholders, a few checklists and a lot of moving parts. It's important that your new talent gets all the information they need at the right time to let them hit the ground running.
Onboarding is not a singular event. There is more to a job than filling out a couple of forms and being given a desk.
Don't be tempted to think your amazing new employee is so good that they'll figure it all out on their own. The time and energy they waste scrambling for the information they need is distracting, confusing and gives a poor impression of the company they've just joined.
Even the most self-sufficient talent needs tools and resources to help them succeed, and they need time to get to know their teammates, their role and the company culture.
Onboarding doesn't all happen on day one or even week one. Create a multi-week onboarding program with plenty of check-ins to get new hires fully immersed in the business, their colleagues and their objectives.
With a winning employee onboarding process, you're looking at a whole wealth of benefits.
As with anything meaningful, it's worth investing the time upfront to design an employee onboarding program that will be used for every new starter going forward. Creating a new process involves 5 steps.
Who's getting the employee onboarding process right?
Take Box.net, a cloud computing provider who hires new talent for their potential rather than for a position.
They give their new employees three months to learn about the company and integrate into the culture, then they let them choose which department they would like to join.
Or an even more outlandish onboarding touchpoint is Zappos' offer of $2,000 to new employees to quit.
Regardless of which method you choose for onboarding, it’s the companies that invest in an onboarding structure which enables new hires to connect with colleagues, learn the company culture, have access to appropriate resources, and understand their role, that have greater overall employee engagement and retention.
Once you have created a system that works for you, keep it consistent. Use the same process for all new employees to make the results measurable.
Use the results from your New Joiner Survey to measure what went well and what needs to be improved. Make those changes for the next time and keep iterating.
Think of employee onboarding as a relationship - it’s a two way system. Although you are educating and evaluating your new hire’s potential, they're also deciding whether or not they made the right choice to join your organization.