Having been an HR leader for many years, I think of onboarding employees as the honeymoon phase. It’s crucial to do this well so you’ll have a successful future. Effective onboarding creates a strong marriage.
A recent survey revealed that 15% said the lack of an onboarding process contributed to their decision to leave. One in 6 quit between their first 5 – 90 days and 1 in 3 quit within their first 6 months.
When you consider is takes on average 1-1/2 times the position’s annual salary to fill it, why don’t leaders prioritize their on-boarding process? Leaders who do will retain their new employees and celebrate anniversaries together.
Keeping employees beyond those first crucial days and months is vital for your company’s productivity and bottom line. Effective onboarding creates a strong marriage. New employees will embrace your corporate culture and be strong evangelists. But, how do you do it?
It takes planning and investing time for a successful future. It all begins with showing respect for and recognizing anxieties of your new employee.
Effective onboarding creates a strong marriage.
Ease first day anxieties. Have their computer and desk necessities set-up. Meet them upon arrival and personally introduce them to co-workers. Make lunch arrangements so they are not alone. Familiarize them with systems, where to go for meetings, benefit information, etc. Describe what to expect during their first week.
Business basics. Get your new employee current on your company – the culture, its mission statement and values. Give them an understanding of the general organization, company goals and objectives along with an industry overview and competition.
Set Expectations. Make sure your new employee understands their responsibilities, weight of departmental priorities and your expectations for them. By doing so, there is no misunderstanding as to the level you want them to perform to. (Of employees who left within 6 months, 23% said having clear guidelines would have helped them stay.)
Extend the orientation window. Have a 1-to-1 approach with continued learning. Have an experienced co-worker show your new employee the ropes with who they will interface with in other departments in order for them to be successful in their new role. Have periodic check-in’s to review specific milestones and gauge progress.
“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.” ~Richard Branson
~ Karen Bullard – I am on a mission to ignite leadership purpose and passion in people to help you become better at what you do. Claim your free cheat sheet “Good-Bye NINO” with tips for how to be positive in a negative world — you’ll be glad you did!