The process of onboarding may make or break your newcomers. As cited by The Society for Human Resource Management (SHRM), nearly 17% of new staff leave between the first week and the third month of a new job.
Moreover, another study by INC. also shows that new hires walk away within their first six months at a terrible rate. Here are the details: 16.45% quit in the first week, 17.42% in the first month, 16.77% in the 2nd month, 17.42% in the 3rd month, 10.97% in the 4th month, and 5.48% in the 5th month.
On average, it concludes that one out of every six new employees runs away from companies within the first three months. From the number we’ve seen, onboarding means a lot for the workplace rookie.
Onboarding Your New Hires since Day One Is Vital, Here’s Why
But what is onboarding? It is defined as a Human Resource way to familiarize a new employee with the organization. This process starts once an employer officially hires a new member until the employees look productive to work as a part of the organization.
Well, how long does the onboarding process usually take? 26% of employers said their onboarding process lasted a week. One in four said it should be one day or less. Meanwhile, 21% said the process took one month to complete. Only 11% said they offer to board for three months or more.
According to Harvard Business Review’s report, a poor onboarding process can cause your employees to have less confidence in their new positions, a decrease in engagement levels, and an increased risk of heading off when they see a more exciting new spot.
If you can demonstrate a meaningful onboarding process to new hires, you will see that the company’s retention rate has improved significantly. The data shows that employees are 69% more likely to remain in a company for three years if they have a great onboarding process. So, managers, it will be our responsibility to make sure that their smiles rise on their first day of work.
The Newcomers Want This in Their Onboarding Session
An onboarding meaning is linked to holding orientation gatherings, giving hard-copy materials, and learning videos to new entrants. But still, research shows that such methods fail, “People tend to leave in the first six months.” Why are people leaving so fast? According to the BambooHR report, some problems come from a sense of being neglected, undervalued, and underqualified among new talents.
Other shocking answers include work that differs from expectations, less training, less fun, and a terrible manager. Deep within their heart, new employees want their managers, not even HR, to take ownership of the onboarding process.
And finally, this is the new hires’ wish list for the first week that they wish managers could provide:
On-the-job training is a cost-effective form of integration that fosters employee trust. You develop their skills and promote career advancement by helping new employees adjust to their jobs faster. You also help improve efficiency, productivity and satisfaction for your new hires.
Review of company policies
Reviewing company policy helps new employees manage responsibility, health, and safety. It also guides them on legal issues, regulatory requirements and any situation that may have serious consequences.
A workplace tour is an activity that helps your new employees reach out to the community and employees in the workplace. It helps them to learn about a business and its industry, observe employees in their work routine and ask critical questions.
An onboarding mentoring program
Helping newcomers understand the culture in your organization is also key. An on-boarding mentorship program can help educate and train new employees on the organization’s goals, aspirations and direction. Without a mentor, new entrants will be slow to adapt.
Contrary to popular belief, new hires care more about a more meaningful and thoughtful onboarding process than something to make a good first impression, such as free food. Therefore, it is critical to understand what employees are looking for in their first week of onboarding.