Let’s face it; the current job market favors the employee, not the employer. Candidates and new hires are increasingly impatient with companies that fail to make a “connection” quickly – even to the point of ghosting employers. When it comes to retention, many tip lists begin with, Make better hiring decisions. While such decisions are important, a clunky onboarding process can have long-term consequences for even a perfect-fit candidate.
Research shows that a great onboarding experience improves retention by 82% and productivity by over 70%. A bad experience doesn’t only damage the employee’s perception of the company, either. The same study shows that employers lose confidence in these poorly integrated team members with the result that they are more likely to leave in the first year.
So, how can companies create a better onboarding process? Here are 5 proven techniques to build employee engagement from Day One. (NOTE: Many of these ideas apply equally well to integrating employees after a merger or acquisition.)
Streamline the paperwork.
Filling in forms shouldn’t be the focus of an onboarding program. Ideally, your employee information management system will eliminate the need for repeated manual data entry; but try to keep the overall amount of paperwork to a minimum. For truly necessary forms, consider spacing the review-and-sign process throughout the first days or weeks of training.
Set clear expectations (and meet them).
Apart from completing the necessary paperwork, new employees need to understand what other activities the onboarding process will involve, when and where those activities will occur, and the amount of time allotted for each. The schedule needs to be available to both the trainee and their trainers. Once the schedule is set, make every effort to stick to it. After all, this is your first opportunity to prove to the employee that your company follows through on its commitments.
Make a place for new employees.
Nothing says You’re not really part of the team like an empty desk – or worse, no desk at all. Even if the onboarding process involves shadowing another employee for a while, provide a fully equipped workspace for a new team member. Whenever feasible, onboarding and training should take place in this space. For employees who will work remotely, send a Welcome package that includes not only any necessary equipment and training materials but also some personalized items.
Provide mentoring.
A “training buddy” is a great way to help a new team member settle into the work environment. This role involves far more than leading a tour of the facilities and making introductions, however. The buddy should be an experienced employee – preferably one in a similar role – who can model the desired level of performance and reinforce formal training in the weeks or months to come. They can also communicate the company’s culture and values to new colleagues.
Explain the “why.”
Onboarding programs typically focus on what the employee will do and how to do it, but they frequently overlook the “why.” Sometimes there’s a genuine concern about overwhelming new team members with information, but more often it’s because teaching people to follow a checklist is faster and easier. Employees who understand why things are done one way and not another, however, are more likely to follow policies and procedures. They are also more able to respond effectively to situations that fall outside the norm.
Of course, nothing can guarantee that every new hire will develop into a long-term employee. Still, it’s important – especially these days – to remember that management isn’t a checklist; it’s a relationship. Used consistently, these strategies create an environment that demonstrates your company’s commitment to building that relationship.