Onboarding Best Practices Can Affect Your Employee Retention Rates
Using Onboarding Best Practices to Build a Great Organization
You may think of the interview process and candidate selection as the critical point of bringing on a new employee, but your training and orientation has an important role in your employee retention and satisfaction. Implementing a few onboarding best practices can go a long way in establishing a positive relationship with your new employee.
First, do you know why onboarding best practices matter to your organization? They are important because:
- They are one of the first impressions your new employee will have of your company. If your training process is confusing or disorganized, your employee may have doubts right away.
- They can affect employee retention. Employees that participate in a structured onboarding process were 58 percent more likely to stick around for at least three years, according to research by Wasp Barcode.
- Your employees job performance can benefit from effective onboarding processes. Want good performance right away? Make sure you teach your new hires how to do their jobs well.
Here are some steps you can take to capture the benefits of a solid onboarding process in your company:
Write it down. You should have a documented, structured onboarding plan for your new employees. Get your managers involved in the review process, so that you can be sure you are covering all the important areas for new employees and getting buy-in from their future bosses.
Train your onboarding staff. Depending on your company size, you may have employees stepping into this role periodically, or you may have a dedicated human resources staff for training. Don’t allow just anybody to serve as an onboarder. Make sure it’s a staff member that’s trained in your documented onboarding process.
Include time for culture. Your company culture is one of the reasons your new hire wanted to work there, so make time for it in your onboarding schedule. Give your new employee time to hang out with a fellow staff member, getting the inside scoop. Provide your mentoring employee with some FAQs and encourage them to share the details new employees really want to know, like whether they can expect frequent contact with their supervisor, and when the work day truly ends.
Allow time for two-way conversation. Many companies make the mistake of creating a training class, where employees are instructed for a day or two in the practices of the company. Instead, make sure you are receiving questions and feedback from your new hires. It’s a great way to expose holes in your process and find out what your employees need to know when they start working for you. This allows you to make constant improvements to your training.
Get the right people on board. Before you even start implementing these onboarding best practices, make sure you have a process in place for hiring the right candidates. While it used to be necessary to rely on interview skills and experience on a resume to find the right person, you now have access to better, objective tools.
The use of a behavioral assessment in your hiring process helps ensure that you have the right fit for the role and for your company culture. It makes your onboarding process easier, too, because you already know quite a lot about your new employee, and they know a lot about you.
To find out more about implementing onboarding best practices, talk to the consultants at PI Consulting Group. While your onboarding process is just one piece of your total talent management strategy, it is critical for long term employee retention and satisfaction.