A well-structured onboarding program is crucial for employee retention because it helps new hires feel welcome, informed, and engaged from day one. Employers benefit from offering effective onboarding programs through increased retention, and more satisfied and productive employees.
- According to a study by the Society for Human Resource Management, employees are 69% more likely to stay with a company for three years if they go through a great onboarding program.
- A Gallup survey found that employees with a better onboarding experience are 2.6 times more likely to feel satisfied at work, which highlights the direct impact of effective onboarding on job satisfaction and long-term success.
- Eighty-nine percent of employees who experienced effective onboarding programs said they felt ‘very engaged’ at work. Engaged employees tend to have strong company loyalty and be more productive, because they are motivated to contribute their best work.
With the high cost of employee turnover and the benefits of productive employees, investing in a strong onboarding program is a smart and strategic decision for employers.
5 Tips For Establishing an Effective Onboarding Program
A successful onboarding program can have a big impact on the success of a new employee. There are several key elements of effective onboarding that are applicable across industries. Clear communication, effective training, relationship building, and providing feedback, amongst other elements, are all crucial pieces of a well-structured onboarding process. The following tips can help your organization establish a successful onboarding program for your new-hires:
1. Establish Clear Communication
Clear communication is a crucial element of a successful onboarding program because new-hires need to know what their employer expects of them, what their role is and how it fits into the overall goals of the organization, and how their success as an employee will be measured. Onboarding should also include verbal and written communication about the company culture and its policies and procedures. Encouraging employees to ask questions and share feedback is also an important part of establishing open communication.
2. Foster Relationships & Mentorship
New hires should be introduced to their teammates early in the onboarding process because it creates a sense of belonging and helps them build relationships that are essential for collaboration and support. When they feel comfortable with who they are working with, employees are more likely to ask questions that will help them succeed.
In addition to meeting teammates, it is extremely beneficial to pair new employees with a mentor or buddy who can help them fit into the company culture and provide guidance on their job duties. A mentor can also help new employees build relationships with their teammates and learn about the role of other teams within the organization.
3. Setting Goals
New employees tend to perform better when they are given specific short-term goals to meet because it gives their day structure and helps them understand expectations and how their achievements will be measured. Setting goals enhances engagement by providing employees with a sense of accomplishment, as each completed task reinforces their value and role within the company. Additionally, milestone goals allow managers to identify any challenges early and offer support as needed, which ultimately leads to higher retention and long-term success. A shocking 60% of employers admit that they do not create any short-term goals for new employees, which means they are missing out on an opportunity to set their new employee up for success.
4. Training
Effective training is a critical part of employee onboarding. New employees should receive thorough training on how to accomplish their job responsibilities and learn about all relevant company products and services. Ideally, the training should be interactive and hands-on, as it allows new employees to practice the tasks and skills they will need to succeed in their new role.
5. Feedback and Evaluation
The final step in establishing an effective onboarding process is providing constructive feedback and evaluation on clear measurable goals so the employee knows whether they are performing tasks up to the standard expected of them. This stage should also be an opportunity for the employee to ask questions and provide feedback about their role and the onboarding process.
These key elements are the building blocks of a successful employee onboarding program that will yield more engaged, and productive employees.
Seay Management Offers Practical HR Solutions
Seay Management provides a broad range of HR services designed to support your business’s growth and ensure compliance with all state and federal employer regulations. From on-site training and consultation to HR management audits, employee handbook development, and more; our team supports HR needs for businesses.
Contact us today to learn more about how we can support your HR needs during the onboarding process and beyond.
Please note: This article is for informational purposes only and does not constitute legal or professional advice. Seay Management Consultants makes no representations or warranties, express or implied, regarding the accuracy, completeness, or applicability of the information contained herein.
Seay Management Consultants disclaims all liability for any actions taken or not taken based on the information in this article. Readers are solely responsible for their own interpretation and use of this information.
