Employee onboarding is the process of bringing a new hire into your organization. It’s often confused with orientation, but the twoare not the same. Employee onboarding is longer and more involved, where orientation is a one-time event that only covers the first few days of work.
Onboarding starts with the job offer and extends through all of the training and time it takes for a new employee to fully understand and mesh with their new department. You’ll have the new hire meet with team members, managers, and other co-workers. There may also be starter projects to help the new hire get comfortable with your software, tools and processes. It is also good to help them understand the career potential of the position so that they see themselves with your company over the long-term. Why is all this so important? Here are seven reasons to invest in employee onboarding:
Financially, employee turnover can cost up to 150% of the new hire’s salary when you consider the cost of re-posting the job, redoing interviews, and so forth. However, the financial aspect is only part of the story. Turnoverimpacts the entire team negatively:
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A robust onboarding process helps keep everyone on the same page, from the hiring manager to the team and the new hire. It’s very frustrating for a new employee to expect one thing, only to find that the team expects something different from them. Onboarding includes both an emphasis of the job description and formal sit-downs with the team and the managers. These meetings allow everyone to not only bond as a group but to talk about what they hope for and expect from the relationship. You can’t afford to have miscommunication derail projects or confuse a new employee.
54% of companieswith formalized onboarding programs experience better employee engagement than they had before the program. Feeling welcome and accepted by those around you is essential to employee engagement, and onboarding helps provide that. Traditional onboarding may have included a way-too-fast tour of the facility along with quick waves at other workers, but it was primarily focused on paperwork. That can take the positive buzz out of any situation. Make sure the onboarding process is engaging and that the new employee has an opportunity to revisit it and ask questions if needed.
Very few people do well when they are expected to “sink or swim” in a new position. Handing someone a pile of manuals and telling them to get to it is not the way to get excellent performance out of anyone. Yes, people you hire should be “go-getters”, but that doesn’t mean they understand your specific processes, software, and culture. It takes more than a manual to get there. If you want new hires to perform to their potential – you need to start with training and team building that helps them learn the ropes. Over time, you can increase their goals and move toward independence, but it should be done step-by-step. The onboarding process will make it easier –62% of companieswith a reliable onboarding process see faster time-to-productivity.
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So far, we’ve talked about impacts that affect the bottom line but they can sometimes be hard to quantify. Time for some hard numbers – companies with an engaged workforce outperform competitors by147% in earnings per share. What you might not realize is that a great onboarding program doesn’t just boost the engagement for the new employee, it:
As you probably know, the job description you put out for recruitment doesn’t tell all the details of a position. The job ad most often can’t – there are just too many nuances and it’s impossible to include all of them in a job ad. As a result, a new hire can join your team without a clear idea of what they are expected to do. Onboarding can fix that. Great onboarding results in employees that are14 times more likelyto understand their role and they have 30 times higher job satisfaction. Those are results everyone needs in their organization. Giving each individual the right tools to succeed is well worth the investment and will pay dividends in both the short and long term.
If you think that your investment in onboarding means starting from scratch, you can think again. There are a variety of best practices and guides, such asonboarding checklistsand templates, available that you can use as the foundation for your own program. These will help you ensure that you don’t miss any critical steps and providetips on ensuring a great first day, setting goals, and more. By taking advantage of existing best practices, you can save yourself both time and money in creating your perfect onboarding process. That means you can get all the benefits with a fraction of the effort.
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We hope that these reasons help you understand just how important a great employee onboarding experience is and why you should invest both time and money in it. We have also listed5 easy steps to improve your onboardingto help you get started.
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Any cookies that may not be particularly necessary for the website to function and is used specifically to collect user personal data via analytics, ads, other embedded contents are termed as non-necessary cookies. It is mandatory to procure user consent prior to running these cookies on your website.Employees are among the most critical assets of any organization. It’s essential to keep them happy and engaged — two critical factors in maintaining a productive, thriving workplace.Which is why employee recognition matters.
According to a study by the Society for Human Resource Management, employee morale is the single most important predictor of employee engagement.
There are many ways employee recognition in the workplace can look like, from fosteringpeer recognitionto recognizing your employees’ efforts with awards. Here are a few tips to get you started on an employee service award program as part of your recognition strategy
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Talent attraction and retention Improved morale Increased engagement Improved productivity Improved customer service Lower turnover rate Improved bottom line How to develop an employee recognition program
One of the most underrated aspects of employee recognition is its role in talent attraction and retention. The war for talent is real, and top candidates have their pick of employers. According to a study by Forbes, two-thirds of employees would leave their current job for one that offered better recognition.
When employees feel valued and appreciated, they’re more likely to stick around. Recognition also helps with recruitment, as it signals prospective employees that your organization is an excellent place to work.
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Additionally, recognition can help you retain top talent by making it more difficult for them to be poached by competitors. 2. Improved morale
Employee morale refers to how happy and satisfied employees are with their job. It’s a key indicator of engagement, as employees who are unhappy with their job are less likely to be engaged.
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Unsurprisingly, recognition has a positive impact on morale. 97% of employees say that being recognized motivates them to do their best work, according to a study by Zippia.
Employees who feel appreciated are more likely to be satisfied with their job and have a positive outlook. This, in turn, leads to improved morale and a more positive work environment. This reflects in the quality of their work as well. 3. Increased engagement
Engagement is the degree of an employee’s psychological investment in their job. It’s a key metric for any organization because an engaged employee is more productive, efficient, and less likely to leave.
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Recognition is one of the most effective ways to increase engagement. Not only does it make employees feel appreciated, but it also makes them feel like their work is valued. This sense of purpose is essential for engagement, as it motivates employees to do their best work.
It also encourages employees to go above and beyond their job description. Employees who feel their work is making a difference are more likely to stay engaged. 4. Improved productivity
The biggest concern for any business owner or manager is productivity. After all, a productive workforce is key to a successful organization. Ensuring that your employees feel like they are a part of the team and are working towards common goals is essential for maintaining a productive workplace.
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Recognition is a
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