Employee switch is a drain on any company. It disrupts workflows, affects team morale, and negatively impacts your bottom line.
A study by The Society for Human Resource Management shows that replacing a salaried employee can cost a company anywhere from 6 to 9 months of their salary. Another research shows that about 46% of new hires fail within the first 18 months of joining a new company.
But there is good news: a well-designed and effective employee onboarding process can significantly reduce employee churn, and turn your new hires into engaged, productive team members.
As per a recent study by Glassdoor, a robust onboarding process can bring about a 70% improvement in the productivity of new hires, and an 82% improvement in their retention.
However, despite its monumental impact, it’s one of the most neglected and overlooked parts of the hiring process. Investing in a comprehensive onboarding programme delivers a strong return, driving business goals and keeping your best people on board.
Let’s outline effective employee onboarding best practices to transform new hires into high performers. We’ll explore strategies for successful integration, delve into personalised onboarding programmes, and equip you with tools to measure onboarding success.
Onboarding Best Practices: Building a Strong Foundation
Effective employee onboarding goes far beyond the first-day jitters and paperwork. It’s a strategic process designed to integrate new hires into your company culture, equip them with the knowledge and skills they need to succeed, and foster a sense of belonging from day one.
Here are some key onboarding best practices to consider:
- Pre-boarding: Don’t wait for the first day! Start building excitement and engagement by sending a welcome package or an e-mail outlining what to expect during the onboarding process.
This fosters a positive first impression and demonstrates your company’s commitment to their success.
- Day-one strategy for new hires: The first day sets the tone for the entire onboarding experience. Make it informative, engaging, and stress-free.
From setting up their workspace to introductions with colleagues, ensure the day is well-organised and allows ample interaction.
- Successful onboarding techniques: Utilise a mix of learning methods throughout the onboarding process. Incorporate formal training sessions, one-on-one mentorship opportunities, and hands-on shadowing experiences.
This caters to different learning styles, and ensures new hires gain a comprehensive understanding of their role and the company.
- Personalised onboarding programmes: A one-size-fits-all approach doesn’t work for everyone. Tailor personalised onboarding programmes to the specific needs of each role and individual.
Consider seniority level, prior experience, and specific departmental requirements when developing your onboarding plan.
- Onboarding technology tools and platforms: Leverage technology to streamline the onboarding process. Utilise HR software to manage paperwork, online learning platforms to deliver training modules, and communication platforms to facilitate interactions with colleagues.
Onboarding Best Practices: Building a Strong Foundation
Effective employee onboarding goes far beyond the first-day jitters and paperwork. It’s a strategic process designed to integrate new hires into your company culture, equip them with the knowledge and skills they need to succeed, and foster a sense of belonging from day one.
Here are some key onboarding best practices to consider:
- Pre-boarding: Don’t wait for the first day! Start building excitement and engagement by sending a welcome package or an e-mail outlining what to expect during the onboarding process.
This fosters a positive first impression and demonstrates your company’s commitment to their success.
- Day-one strategy for new hires: The first day sets the tone for the entire onboarding experience. Make it informative, engaging, and stress-free.
From setting up their workspace to introductions with colleagues, ensure the day is well-organised and allows ample interaction.
- Successful onboarding techniques: Utilise a mix of learning methods throughout the onboarding process. Incorporate formal training sessions, one-on-one mentorship opportunities, and hands-on shadowing experiences.
This caters to different learning styles, and ensures new hires gain a comprehensive understanding of their role and the company.
- Personalised onboarding programmes: A one-size-fits-all approach doesn’t work for everyone. Tailor personalised onboarding programmes to the specific needs of each role and individual.
Consider seniority level, prior experience, and specific departmental requirements when developing your onboarding plan.
- Onboarding technology tools and platforms: Leverage technology to streamline the onboarding process. Utilise HR software to manage paperwork, online learning platforms to deliver training modules, and communication platforms to facilitate interactions with colleagues.
Remote Onboarding Best Practices
The rise of remote work has necessitated adapting the best remote onboarding practices for a virtual environment. Here are some successful remote onboarding techniques:
- Virtual workspace setup: Provide clear instructions and support for setting up a home office or dedicated workspace. Ensure they have the necessary equipment, software, and access to company resources.
- Video conferencing and collaboration tools: Utilise video conferencing platforms to facilitate introductions, team meetings, and one-on-one check-ins. Leverage collaboration tools to promote communication and document sharing.
- Virtual team-building activities: Combat feelings of isolation by incorporating virtual team-building activities into the onboarding process. This could involve online games, collaborative projects, or virtual coffee breaks.
- Focus on communication: Communication is even more critical in a remote environment. Schedule regular check-ins, provide clear expectations, and ensure new hires have easy access to support resources.
Measuring Onboarding Success Metrics
Effective employee onboarding goes beyond intuition. It’s crucial to measure the success of your onboarding programme to identify areas for improvement. Here are some key metrics to track:
- Time-to-productivity: Measure the time it takes for new hires to reach a specific level of performance. This can indicate the effectiveness of your onboarding programme in equipping them with the necessary skills and knowledge.
- Employee engagement: Track metrics like survey responses, participation in company events, and internal communication to gauge employee engagement during onboarding. High engagement suggests a positive onboarding experience.
- New hire retention rates: Monitor turnover rates within the first few months of employment. A decrease in turnover can be attributed to a successful onboarding programme that helps new hires feel valued and integrated.
- Training completion rates: Track completion rates for training modules and assessments incorporated into your onboarding programme. This helps identify areas where training content might need adjustments, or if the delivery method requires improvement.
Create the Best Onboarding Experience with IMS People Possible
High employee switch is a costly problem. But with a strategic hiring and onboarding process, you can transform new hires into valuable assets who contribute to your company’s long-term success.
Onboarding is an ongoing process, not a one-time event. A successful onboarding programme is a strategic investment that pays off in the long run by transforming new hires into high performers, boosting engagement, and reducing costly turnover.
This is where IMS People Possible steps in.
We are a leading offshore recruitment services company with over 18 years of experience helping businesses like yours find the best talent. We offer a comprehensive solution that goes beyond simply filling open positions.
By partnering with us, you gain access to a proven approach for hiring the best talent and setting them up for success from day one. Contact us, and let us help you build a strong talent pipeline and achieve your business goals.
