Remember your first day at the new job? Who knew there were so many benefit options? And do I put a 0 or a 1 in the tax forms? But the video from the CEO was interesting and they fed you lunch, right?
“Half of all hourly workers leave new jobs in the first four months, and half of senior outside hires fail within 18 months. Clearly, there is room for improvement.” And the same SHRM report (Onboarding New Employees: Maximizing Success) noted that new employees “who attended a well-structured onboarding orientation program, were 69 percent more likely to remain at a company up to three years”.
More than new employees onboarding impacts existing employees who are going to new roles even if the role is within their current group or part of the organization. Just because someone has been working at an organization for a while doesn’t mean that in a new role with new responsibilities and new team members that they won’t have experiences that leave them frustrated, confused, feeling alone and unsure of their ability to be successful in this new role.
A structured onboarding program is key to long term success and involves a strategic long-term plan. Let me share a 12 month process I developed that combines tactical training targeted around the needs of the role combined with constant communication, feedback, and performance measurement — all factors that impact employee retention and engagement. I used 12 months to follow the employee lifecycle for mentoring and development and included connecting people together to build the internal network and support collaboration going forward. Watch this short video here
Whether the person is new to the organization or to the role or both, onboarding is more than 1 and done – build a process that develops people to be successful and they will stay and everyone wins then. If you would like to learn more about ways to develop your onboarding model and ways to retain your talent let’s talk! Use the contact button above or visit my web site at Ryan Consulting!