The first few weeks and months of an employee’s experience in a new job are known as the onboarding stage. This is a formative period when the company culture is ingrained, the employee learns his or her role and responsibilities, rapport is established with leadership and colleagues, and initial training takes place.
The amount of time an employer has to engage and motivate a new employee during the onboarding stage is quite limited in terms of making the right impression and having them begin to feel like a team member. According to a study by Equifax Workforce Solutions, more than 40% of turnover happens within the first month. That means it’s more important than ever to engage a new employee from day one.
Effectively planning for the first days and the first month (and ultimately the full first 90 days) is of utmost importance to employee engagement as well as retention. Consider the facts:
Interestingly, poor cultural fit plays a greater part in why new hires leave a company than lack of competencies or skill. Having a structured onboarding program in place mitigates the risk of losing a new employee because it addresses not only the practical needs of the new hire but also their social and emotional needs. In fact, a study from Wynhurst Group found that newly hired employees were 58% more likely to still be with a company three years later if they had completed a structured onboarding program.
With the organizational costs of turnover being between 100% and 300% of the replaced employee’s salary, onboarding is an employee engagement strategy organizations simply can’t afford to ignore.
Unlike orientation, which typically lasts a few days or a week, onboarding is an ongoing process that can take up to a year. The purpose of an onboarding program is to support the employee’s journey to becoming a successful contributor within the company. It should help them engage with the company’s culture, connect with team members and leaders who can help them succeed, and assimilate them into their new role.
An effective and engaging employee onboarding program should start before the new hire’s first day, last at least the first year of their employment, and include periodic check-ins to assess performance and ensure the employee is connected, productive, and comfortable.
The onboarding process should begin the moment a new employee accepts the offer. The period of time between acceptance of the offer and the employee’s first day is an opportunity to reinforce to the new hire that they made a great decision and the company is excited for them to join the team. Here are a few things you can do during this time to help engage the new employee and make their first day a little less overwhelming:
The first day on the job can be daunting for a new employee, which makes it more important for employers to create a welcoming and engaging plan for the day. Instead of overwhelming your new employee with paperwork and company presentations, organize their first day with tasks that will help them get acquainted with the company, culture, and their co-workers.
A great first week can a long way toward making a new hire feel comfortable and connected to the company. Here are some ways to stay involved and engaged with your new hire during the first week to ensure they are adjusting to their new workspace and developing relationships.
A new hire is still learning the ropes and integrating with the company during the first month. It’s important for managers to stay engaged and visible throughout the first 30 days to ensure training is going well, your new hire is transitioning into their role, and they’re acclimating to the company’s culture. Here are some best practices to build employee engagement during the first month:
After the first month, you can’t leave your new employee guessing whether or not they’re making it. Remember, 31% of employees quit within the first six months. Therefore, it’s critical that your onboarding process continues throughout the first six months and up to the first year. Ongoing feedback, training, and support will help make your new employee feel like a valued member and contributor to the company as well as keep them engaged and aligned with the company. Here are some onboarding strategies to boost engagement and retention throughout the first year:
Remember that the onboarding stage isn’t complete until your new employee is totally engaged in your culture. Investing the time and effort to integrate your new employees – whether that be several months or a couple of years – will pay off for you in the end in the form of higher engagement and retention.
Director of Marketing
This post is part of a series on building engagement throughout the employee lifecycle. Read part 1 to learn about The Power of Pre-Employment Engagement.