Onboarding is often viewed as an administrative function full of paperwork, an orientation set in a conference room, or a series of meetings scheduled over the first few days to train a new employee on systems and processes. But if the onboarding of new hires is handled effectively, by harnessing an opportunity to engage and support, research shows employers can greatly improve employee satisfaction and retention. According to Indeed, one survey showed that a great onboarding process can improve employee retention by up to 83%.
Why Employees Leave
To build an onboarding process around increasing retention, we must first understand why employees leave.
Here are some of the top reasons:
- They don’t see opportunities for advancement or career development.
- Responsibilities or expectations are unclear or unrealistic.
- They don’t feel supported, or their efforts aren’t recognized.
- They are unhappy with the company culture or don’t feel included.
- Poor work/life balance or benefits.
Most orientations or onboarding processes address only the last two bullets. That is not to say they should be taken for granted. Helping new employees understand the entire benefits package, how to access those benefits, including time off, as well as the company’s values and involvement in the community, are the first steps in reassuring a new hire that they have made a good decision in joining your organization.
Build a Foundation in the First 30 Days
Designing engaging orientations where new hires can get to know each other can create bonds that will often last throughout an employee’s tenure. Some organizations go a step further and establish a buddy or mentor system to pair a new hire with an established employee who can serve as designated support, answering questions that a new hire might feel uncomfortable bringing to their direct supervisor. When employees feel connected to the company and to other employees, retention increases.
Effective onboarding experiences extend well beyond the first day orientation. The first 30 days of an onboarding process are a great time to set expectations and address any concerns that your new employee has. Make sure the new hire understands the policies, processes and metrics for success, relative to their role.
The initial 30-day period gives you an opportunity to introduce your employee to their new colleagues, clients and/or vendors, and stakeholders in other departments. This will not only help them build the foundation for relationships to be successful in their role but make them feel welcome and introduce them to the breadth of opportunities that exist within your organization.
From Orientation to Integration: 60 to 90 Days
The first 60 to 90 days are when most new hires should be self-sufficient and independent in their role. To train your employees in a way that is most effective for their learning style, consider employing a personality assessment (ex. DISC, Predictive Index, or Hogan) either as part of the hiring process, or in the early onboarding process. These assessments can help illuminate aspects of an employee’s skillset that may need attention, what strengths they bring to the team, how they like to be recognized, and what they may need from their supervisor and team to be successful.
Scheduling 60- and 90-day check-ins at the outset can provide confidence to a new hire that they are going to be supported beyond the initial orientation day or week. As an employer, it gives you a chance to take the pulse of the new hire. What are they getting enough of, need more of, getting too much of? Checking in early often highlights opportunities to course-correct if something does go awry and potentially prevents a new hire from becoming a first-year turnover statistic.
The success of an organization relies heavily on its ability to attract and retain top talent. Organizations spend significantly to recruit, but many fail to continue the attraction phase beyond the first days of employment. Incorporating these key elements into your onboarding can help make the process as smooth and welcoming as possible. Don’t miss out on the opportunity to make a great first impression. Your new hires won’t give you a second chance.
Onboarding is not just a task- it’s a strategic opportunity. We work closely with small and mid-sized organizations to create onboarding programs that not only cover the administrative essentials but also build culture, connection, and clarity from day one.
Whether you’re starting from scratch or refining your process, our HR professionals can help you design an onboarding experience that supports retention, enhances engagement, and sets your employees and your business up for long-term success.
Contact us today to learn more about how we can help streamline your onboarding process.
