The first day of a new job is full of excitement! And by excitement, I mean anxious thoughts like, “Can I really do this job? Did I negotiate well enough? Will my department perform well under my leadership?” Not many of us are thinking about the onboarding process!
I waited for 2 weeks for an email account. When I finally got it, my name was misspelled. ~R.T.
According to Society for Human Resource Management (SHRM), onboarding is formal process that helps new hires “get adjusted to the social and performance aspects of their jobs quickly and smoothly, and learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization.”
I sat alone at my desk reading the Employee Handbook as I watched my new team go to lunch without me. ~T.S.
It seems easy enough and the statistics are extremely convincing. I enjoyed reading Christine Marino’s 18 Jaw-Dropping Onboarding Stats You Need to Know. Here are some highlights:
- 69% of employees are more likely to stay with a company for three years if they experienced great onboarding (source)
- The organizational costs of employee turnover are estimated to range between 100% and 300% of the replaced employee’s salary (source)
- Organizations with a standard onboarding process experience 50% greater new hire productivity (source)
It doesn’t take a genius to see that higher retention, lower turnover, better performance, and improved job satisfaction result from a good onboarding process. Here are some basic onboarding tips:
- Provide a clean work area and functional tools
- Treat the new hire (and team) to lunch on the first day
- Learn about the new hire (favorite candy or sports team)
- Make meaningful introductions (relationship building is critical to success)
- Set important goals and check-ins (30, 90, 120, 365 days)
My favorite statistic from Marino’s article is “Manager satisfaction increases by 20% when their employees have formal onboarding training (source)”. Even manager satisfaction increases! Everyone wins when we welcome people to the team in an intentional manner and set them on the path of success! I’d love to hear what you’ve experienced. What works? What doesn’t? Any good stories?
|ABOUT THE AUTHOR: Michelle Sugerman, an Executive Business Consultant with Leading Synergies, helps high-performing executives refine strategy, inspire teams, and delight clients (specializing in information technology, project management, consulting, and franchise management). She also leads Synergy Groups, weekly 55-minute case study conference calls for REALLY BUSY Christians in leadership. Michelle lives in Colorado where she hikes fourteeners and enjoys gourmet meals with her loving husband of 20 years.|