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New Hires with Poor Onboarding Experience are More Likely to Be Disengaged at WorkGENERAL NEWS Resource RETAIN November 10, 2016
New hires who reported a poor onboarding experience were eight times more likely to be disengaged in their work and eleven times less likely to recommend their employer as a good place to work after their first three months.
Glint, the real-time employee engagement platform, announced today that analysis of early results from its Employee Lifecycle module revealed the crucial link between the employee onboarding experience and employee engagement over time.
The data also shows that while new hires have significantly higher engagement scores than tenured employees, 40 percent of employees who experienced a poor onboarding reported feeling disengaged three months later and would not recommend the company to others.
These insights underscore the importance of HR teams having a holistic understanding of engagement across the employee experience, from onboarding to exit, and key points in between. A previous Glint study revealed that the regrettable attrition rate of disengaged employees is 12 times higher than highly engaged employees over the period of a year.
By understanding how engagement scores vary over time, across employee groups, and at key points in the employee lifecycle, organizations can identify critical intervention points and take action to improve engagement and retention.
“This data validates a hypothesis organizations the world over share — that employee onboarding experiences, especially a poor first-experience, can set the tone for employee engagement levels and can have lasting effects,” said Goutham Kurra, Glint VP of Product and Co-founder.
“We know that disengaged employees are significantly more likely to leave the organization. Without a complete understanding of engagement across the employee experience, organizations are missing major opportunities to listen to employees and make improvements that will help them be happier and more successful at work.”
Fortunately, organizations can begin to combat the impact of low engagement by creating environments that accelerate the engagement and performance of new hires. The same Glint study found that new hires who joined highly engaged teams were significantly more likely to say they had a good understanding of the culture and values of the organization than new hires who joined teams with low engagement scores.
Image credit: agilityexecutivesearch.com
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