All too often we forget the importance of a great onboarding program. But without a solid foundation, new employees can be overwhelmed by information, confused by a lack of information, or even feel neglected. And a rocky start often leads to shaky employees.
The Infographic is created by Onboardia, a company dedicated to making employee orientation and training easier and more productive. It shows the importance of laying a strong foundation for new hires. More often, since organizations lack foresight, insights and understanding on the criticality of a well-planned onboarding process for new hires, they set themselves up to fail.
Some of the key highlights from the current study are:
Most organizations fail in their onboarding attempts to make employees understand their job role with clearly defined KRAs and what is expected of them on job.
The study finds 17.5% employees did not understand the performance expectations for their position, until after 90 days at work. Poor onboarding is an expense and can cost the employers as much as 50% – 60% of an employee’s annual salary.
Due to failed onboarding processes in organizations, 31% employees have quit their jobs in less than six months. However, companies can easily identify if an onboarding effort is successful – when newly hired talent is happy at work, their performance is at peak, with less absenteeism and increased productivity.
Employees who are highly satisfied with their onboarding experience are 3X times more likely to feel comfortable after their first day at work, and 2X times more likely to feel comfortable later in their first year. 75% employees who were satisfied with their companies onboarding reported being loyal to their employer. Happier employees are more engaged and loyal.
How Can You Stop the Falling Domino Effect of Bad Onboarding?
It is time for organizations to start measuring the effectiveness of onboarding programs and stress on the importance of a clearly defined onboarding process for new hires such as to make them acquainted with the workplace and organization culture during the first few days on job.
However, it is noteworthy fact that only 20% organizations have well-defined metrics to measure RoI of Onboarding.
Advancements in technology have helped organizations do away with paper. It is important for HR managers and administrators to seek ways on how to make the onboarding process paperless. A majority 80% of HR professionals say the paper work is still completed in person on the first day at work. Less than 12% employees can access onboarding paperwork from a mobile device.
Do not make the new hires do it all alone, even if they come up with years of experiences under their belt. Understand these new joinees are seeking to become comfortable and adapt to the new workplace culture, so allocate a mentor to take them through the initial induction process. Further learning and development programs should be provided to groom this new talent on board.
Make the onboarding process customizable for each new employee and position. Study finds that 36% employees more commonly complain of receiving irrelevant training for their career progression path or job role. Majority would like training customized to their job function.
Most importantly, give new hires what they want and seek from the company. 76% employees want on-the-job training in the first week of joining the job and 73% would like a review of company policies. Hence, if you carefully look at your onboarding process and give new hires the tools and support they need, then you are slowly lining up your dominoes for the perfect flow.
