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Having a great onboarding program is an employee-retention ninja move. We kid you not.

Posted on: March 16th, 2017 | Category: Employee On-boarding

We are often surprised at how many businesses have very little, if anything, in the way of an onboarding program.

Maybe they only think of onboarding as a series of papers to be filled out and IDs to be issued, instead of a means of initiating employee engagement right from day one. Maybe it seems a bit counterintuitive to spend time, energy and money into engaging people who are already happy to have a new job with your company—but it really isn’t.

Think about it this way: with the cost of hiring what it is today, every new employee is a big investment that you want to protect. Their job satisfaction and loyalty should be nurtured from day one so that they will stay and produce for you. That’s why wooing new talent should not stop on their first day of work.

Don’t believe us? Check out this report shared recently by the blog HR Drive:

…HR is shifting focus from processes and transactions to employee engagement. The 2017 State of Talent report found that 53% of HR professionals polled said employee engagement rose when onboarding improved. The report surveyed 1,000 HR practitioners.

A solid onboarding program is essential for several reasons. For one, you want to solidify in a new hire’s mind that he or she made the right career choice. If you make new hires feel at home, welcome and important to your organization, it goes a long way in employee retention. Onboarding is the first experience your new hires have with your organization, and your chance to fully engage and prepare your new employees.

Sure, the process involves the unexciting tasks of collecting necessary paperwork and signatures, but it’s also time to educate your new team member about your company culture, programs, processes and policies so that they feel invested and loyal to where they are now working. They will more quickly understand their role and how they will fit in.

When handled haphazardly, this process can leave new employees with unanswered questions, concerns or an overall lack of direction. That’s when cold feet can strike, and new hires can reconsider their choice. When you have invested so much time and so many resources to bring them into your organization, why not make sure you have an engaging onboarding process in place to keep them satisfied with their decision to join your workforce?

Onboarding that works

Back in January, we discussed a survey by BambooHR that found 31% of people have quit a job within the first six months. The survey respondents also mentioned specific things that they wanted from onboarding efforts. The list included:

  • Getting a review of company policies
  • Receiving on-the-job training
  • Getting a tour of the workplace
  • Having their workspace and equipment set up and ready to go
  • Being assigned a buddy or a mentor

“Here are some concrete things new hires want from their employers,” says myHR Partner President Tina Hamilton, PHR, “Onboarding can provide the foundation for a great team that will serve an employer for a long, long time. I cannot emphasize enough how far these programs can go in terms of employee retention.” Hamilton suggests a number of steps to ensure a successful onboarding:

  • Develop a customized and documented process to fit your environment
  • Provide an HR professional to give a warm welcome and follow them through their first day or week, and to ensure that all steps have been taken properly
  • Manage all federal, state, local and internal required paperwork
  • Review the employee handbook and job description
  • Introduce staff and/or create a buddy system, if this applies
  • Work with your payroll and benefits administrators to get your new hires up and running (FYI: myHR Partner provides both payroll and benefits administration services.)
  • Help your new associates become acquainted with your culture

Create a great launching pad for new hires

If you would like to discuss how myHR Partner’s Onboarding Administration services—or any of our unique HR DirectLink service packages—can help your bottom line, please contact us today. We’d love to hear from you.

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