By Gary Sorrel per blog post on TTIInsights
Do you start your new hires off correctly on day one? According to research done by Human Capital Institute, 70% of new hires decide to stay or leave a company within the first six months. Only 15% of companies continue the onboarding process beyond the 3 month recommendation, even though 93% of companies see new hire guides as important to their success.
You can gain long term commitment and retention with an effective onboarding process. New hires take time to become a productive part of the team. They may not understand some aspects of their job or how it relates to the overall strategy. Getting them up to speed takes time, planning, and patience. However, they will become productive faster with an effective onboarding program than without one.
An effective new hire onboarding process isn’t something that can be done in a week or two. This process of welcoming, orienting, training, coaching, engaging, etc. may take several months. But according to a report by HCI, 69% of the new hires are more likely to remain with their organization after three years and are more engaged.
Create a new hire onboarding system that is congruent with the overall company mission, values, and culture. Measure and update the program over time.
Here are some elements to include in your new hire process:
Provide A Clear Company Strategy – Vision, Mission, Values, and Goals. Let the new hires know the overall business strategy, how they fit in with this strategy, and why their position is important. People want to know that they are a part of a winning team.
Job Description – Give each employee a job description, goals, and expectations of their role. Show them how their position is valuable.
Introductions to Key Players and Walk Around – Make sure you introduce the new hire(s) to everyone, especially the key people. During this walk around introduction, let people know why this person is the perfect fit for the position and how to contact them. Give each new hire a binder with the employee’s names and positions. During this phase, allow the new hire to make notes in their binders as they meet people and observe the business structure.
Coaching and Mentoring – Give new hires the ongoing support utilizing coaching and mentoring. Assign someone as their “go to” person for when they have a question, observation, or challenge. This coach/mentor can assimilate the progress of the new hire and provide early feedback and an opportunity to correct any mistaken direction. Implement an individual development plan that they can work on together over the next several months.
Career Growth Path – Let employees know the opportunities for advancement. Give them the responsibility to take charge of their own development and the training necessary to grow within the company.
Give them the Tools Necessary for the Job – This is often under estimated to its importance. Make sure the new hire has everything they need to get started. Example: training, instructions, website resources, assignments, safety procedures, and policies. Confirm they have the needed supplies and equipment: computer, printer, telephone, email address, ID, copier, and general office supplies.
Setting up and implementing an effective onboarding program, although not easy, is well worth the time and effort. Studies show that comprehensive onboarding programs are linked to business success.
Benefits include, but are not limited to the following:
• Lower turnover
• Increase and maintain engagement
• Enhanced performance
• Clear direction
• Better customer service
• Higher quality
• Open communications
• Improved trust
• Elevated Morale
• Save time
• Lower stress levels
• Boost revenues
Guest Author – Gary Sorrell
As president of Sorrell Associates, Gary Sorrell has provided consulting services to companies nationwide at all levels of organizations, possessing over 25 years of experience in organizational development, marketing, sales, hospitality, production, human resources and customer service.@GarySorrell
Source: Start Your New Hires Off Successfully – TTI Success Insights
