With many businesses there is often such a focus on the recruitment process that key processes like an effective onboarding program are often overlooked. With a focus on temporary work and the notion of the ‘Gig Economy’ many employees are staying in their roles for shorter periods of time. HR OnBoard, an organisation focused on improving the onboarding experience, offers some insight into the benefits of a strong onboarding program:
1. Strong onboarding improves new hire retention by 82%
2. 6 out of 10 managers have had an employee leave during probation due to poor onboarding
3. Turnover costs add up to 300% of the replaced employee salary
4. On average it costs $4,000 and 24 days to hire
5. 40% of Australians feel lonely at work
6. 25% of companies do not include training in the onboarding journey
7. Onboarding increases performance up to 11%
So what are the key components to a strong onboarding program that will set employees up for success?
- Be ready for them
This can mean different things. First, there should be a plan organised ahead of time, ready for your new hires. It’s essential that technology is ready to go including hardware and software. Has anyone ever landed to the first day ‘on the job’ and their computer was still in transit or ‘it’s been ordered but hasn’t arrived?”. This will likely mean that the process of setting up systems needs to be pushed back and your new hires will take longer to get up to speed. If you have Trades employees, ensure that they have all the equipment they might need for the role, including PPE. This important aspect to on-boarding sets the tone for their new start with your company.
- Educate them on Company Policy
If company culture can be described as ‘how we do things around here’, company policy are the rules that govern acceptable versus non acceptable behaviour. Ensure that there is a process whereby the employee is taken through the Policies and Procedures relevant to their role and they have signed the appropriate documentation to confirm that they understand and accept these policies, as well as an understanding of the likely outcomes if they are not followed.
3. Help them navigate your company
Setting up meetings with individuals at various levels within your organisation is a great way to help new starters understand the various departments and stakeholders and the key operating processes within your organisation. This could include a schedule for their first week ‘on the job’ with pre-arranged meetings with internal stakeholders. Don’t overload them or overwhelm them – but set up a daily catch up with some individuals within your company over the first few days. A buddy is another great strategy that many companies employ.