A good onboarding process can help reduce staff attrition rates and lower the cost of learning on the job as employees will have a much better idea of their responsibilities from the outset.
It can help save co-workers and supervisors valuable time training new employees, meaning new hires will join feeling happier, more productive and more engaged.
What is onboarding?
Onboarding (or virtual onboarding) is the process by which new hires are integrated into an organisation. More than a hasty orientation on the first day, effective onboarding starts before the individual arrives and spans at least the first six months of employment. This may sound onerous, but finding the perfect candidate takes a lot of time, energy and money; failing at the last hurdle can cost a lot more.
In most cases, a poor onboarding process will leave your new hires feeling bewildered, undervalued and disengaged. Leading to low productivity and high turnover rates, the cost of poor onboarding can be significant:
Turnover rates of 50% in first 18 months of employment
Replacing lost employees costs between 30-50% of annual salary
On the other hand, by implementing a simple and well structured onboarding process, new hires are provided with the information and support they need to quickly achieve their full potential. Companies that take onboarding seriously often observe valuable changes:
Employees are 58% more likely to be with the organisation 3 years later
Employees were 54% more engaged in their roles
Employees gained full proficiency 4 months faster
75% of employees reported strong sense of loyalty to organisation
How to improve your onboarding process
Onboarding provides a great opportunity for employers to impart their organisation’s culture and values, as well as getting new hires feeling motivated and enthusiastic about their new role. And it’s within reach! By taking the time to ensure the following steps are taken, your organisation can set itself apart from the rest:
Try and make their first day memorable
Pre-covid this was much easier to achieve. First impressions still count for something so try to ensure that their first day is well structured and they have clear responsibilities set out for them and aren’t left wondering what to do.
If their first day is to be a virtual one then it's vital their computer equipment is sent to them before they start.
Form new relationships
Joining a new team can be daunting. Even more so if it's all being done virtually. Make sure that the each new person is introduced to all their colleagues and if possible, put some time aside for them to get to know each other in an informal setting.
Cultivate nurturing leadership
The role of the line manager can be crucial in helping new hires settle in if the onboarding is mainly being done virtually . Line managers should invest time early on to get to know their new hire by holding a few informal (online if being done virtually) meetings and find out how they can help them reach their full potential.
Keep it up
Extend the process throughout the first year of employment with regular updates and informal meetings with their line manager to praise progress and set new goals.
Set expectations early and often
By setting goals for new recruits as soon as they join you can ensure that they know exactly what is expected of them, thereby reducing confusion and disengagement.
Utilise psychometric data
The on-boarding report gives your business tailored information on each new recruit, allowing you to provide adaptable inductions that fit their specific needs.
How can Clevry help?
Our onboarding report encourages a structured and insightful approach to on-boarding. Generated from the individual’s unique responses to a personality questionnaire, the contents outline their preferred working styles, motivations and interpersonal approach.
Providing line managers with bespoke advice, the report can be seamlessly incorporated into introductory meetings as a springboard for discussion and goal setting.