Why Successful Onboarding is Key to Keeping Your Top Talent

You’ve hired great people. Now, of course, you want them to stay—and truly thrive.

Now more than ever, companies are finding themselves investing in employees and prioritizing onboarding as a strategy to attract and keep top talent.

One of the most effective ways to do this is by offering a seamless onboarding process that supports employees during their most vulnerable period: the first year. According to a survey by BambooHR, 31 percent of people leave a job within the first six months because they feel neglected, overwhelmed, under-appreciated and underqualified. So, it’s critical to drive deep and meaningful connections with new hires from day one, then provide ongoing support and resources that enable them to succeed. According to the Human Capital Institute (HCI), 69 percent of employees say they are likely to stay with a company for at least three years after a positive onboarding experience.

When you do, the results are powerful: Companies that are intentional about how they integrate employees from the very start end up having a happier and more productive workforce, reducing turnover and retaining clients at a higher rate.

What does a well-designed onboarding program look like? Beyond processes and paperwork, onboarding should be an experience that is structured, engaging, continuous and meets a variety of needs (for the organization and for the new employee). Consider the following elements:

  • Validate an employee’s decision to join your company and thank them for choosing you
  • Build awareness of and a commitment to your history, mission, vision, core values, and culture
  • Define and set expectations when it comes to roles, responsibilities, goals and norms
  • Help new team members understand how they can contribute to the bigger picture and the organization’s success

When designing or refining your onboarding approach, it’s important to keep these three considerations in mind:

  1. All leaders must be aligned. For any program to be well-received and effective, company decision-makers need to have buy-in—recognizing the need for it and value of it—and be directly involved in shaping what it becomes.
  1. Begin with some self-discovery. As one of your first steps, take time to identify and evaluate where the company is today and where you want it to go. This should include candid, and even anonymous, conversations with employees to understand what is really happening. This information can be used when making decisions about how to structure your onboarding and, ultimately, to help shape your company culture.
  1. Collect feedback. Employee engagement is something that can and should be measured, so that you’re constantly responding and adjusting in real-time. Consider regular surveys to get a pulse on how new hires are faring: Do they feel connected? Are they familiar with the organization’s mission and vision? Are they receiving the right internal resources to do their jobs well? This is also an opportunity to gauge employee satisfaction, including what is working and what the company can do better.

A well-executed onboarding program, as part of your overall employee engagement strategy, sends a clear message that your company is committed to supporting your team members’ growth. To help with this, our team at Inspirant Group created Immersity: A Culture Immersion Program, a customized solution that consists of learning modules to fit individual needs. Throughout our consulting work with clients, we’ve seen a need to develop a program to help companies connect with their new employees by setting clear expectations that help them become immersed in their roles from day one.

The facilitated modules are easy to adapt to individual companies, ensuring a smooth process of implementing each learning unit. The modules include topics such as building trust, company mission and vision, business etiquette and culture, effective communication, emotional intelligence, and critical thinking and decision making.

The way in which you welcome new hires to your organization matters. You’ve spent considerable time and money to recruit these individuals. Now, the same effort should be dedicated to bringing them on and setting them up for success.

To learn more about Immersity and take our short onboarding survey, click here.

Author:
Carrie Missele
Date Published:
December 3, 2020

Copyright by Inspirant Group, Inc. All rights reserved.