What are the best onboarding success metrics to track and why?

Pe?a ajuda dos gestores de cada área para entender o que é de fato produtividade para eles. A maior dificuldade que eu vejo quando converso com os clientes é entender como medir este ponto de produtividade máxima. Em geral isso é muito subjetivo, e tudo bem o ser se todos est?o alinhados com o que é esperado. Se n?o for possível medir exatamente esta produtividade, pense em marcos ou questionários feitos com colegas e gestores.

To ensure a smooth and hassle-free onboarding experience for new employees, it is crucial to reduce any obstacles or difficulties. Companies can do this by reducing the number of new platforms that employees need to sign up for. Additionally, implementing Multi-Factor Authentication can make the process more secure, although it may take longer. This is important for both remote and in-person workers, as the increasing reliance on multiple platforms for work requires a comprehensive approach to onboarding.

Technology can help companies streamline the onboarding process by providing tools to provision new hires instantly to all necessary platforms and enabling Single Sign-On (SSO) capabilities. This means that employees only need to register in one platform, and they will be granted access to all required platforms from day one.

Onboarding success metrics to track typically include: 1. Time to Productivity: This metric measures how long it takes for a new hire to become productive. A shorter time span typically indicates an effective onboarding process. 2. Retention Rates: Tracking the percentage of new hires that stay with the company after a certain period can give insights into the effectiveness of the onboarding process. 3. Employee Satisfaction: Personal feedback can yield invaluable insights into the onboarding experience. 4. 30/60/90-day Check-ins: Regularly scheduled check-ins can help gauge how well a new hire is adjusting, while also identifying areas for improvement.

I love to measure 'rep participation rate,' which evaluates how effectively each individual rep contributes toward the team goal. Instead of focusing on whether the team as a whole hits 100% of the target, this metric examines how each rep contributes to that goal. For example, if a manager reaches 100% of their goal but only gets 2 out of 4 reps to overachieve, it's not a true success because the other two were left behind. This shifts the focus to ensuring every rep is engaged and performing, not just relying on the top performers to carry the team. It provides a clearer picture of team balance and highlights where additional support or training may be needed for future hiring classes

Outra forma de medir o engajamento é monitorar o uso de determinadas ferramentas utilizadas no onboarding. A pessoa acessou os treinamentos necessários? Realizou as atividades que foram planejadas no processo de onboarding? Vale a pena também considerar o engajamento tanto no conteúdo institucional, quanto o específico da área em que atua.

The statistics say that around 69% of the employees with a great onboarding experience are likely to stay in the company for at least 3 years which is incredibile actually! So, I believe a good onboarding process will be an important success matric which is necessary to be taken seriously into consideration by every organization and will positively impact the employee retention.

While keeping employees on board is crucial, it's not the best data point for measuring onboarding success. We've got to take a broader look at things to really gauge how well our onboarding is working. That means checking out employee engagement, how satisfied folks are, how they're performing, and how quickly they're getting up to speed. By considering all these factors together, we get a fuller picture of how effective our onboarding efforts are and where we might need to tweak things for the better. This approach lets us dig deeper into what's working and what's not, so we can give new hires the best shot at success.

Comparing your new hire retention after let's say 6 month with peers from your industry is a good way to start. Being industry-specific is quite important here as these numbers vary heavily across sectors. Retail, Logistics, Healthcare, Recruitment & Staffing are some industries where new hire turnover is much higher than average. That is a given. However, collecting feedback from both people that stayed after 6 months and the ones who left early is critical. Either incorporate their feedback or if that is simply not possible call it out. Let people know their feedback is heard but cannot be implemented because of XYZ reason.

Feedback from your new hires is probably your best measure of success. They can pinpoint the exact thing they like or maybe stuggled with. The following two aspects are critical though: - Make sure to ask/measure feedback on multiple occassions along the way! This ensures that nothing gets lost and you get the most accurate feedback. - Make sure to measure feedback over time. You want to see whether you are going in the right direction or you need to change your approach. Look for either onboarding apps or specific survey tools to automate this process. That way you can focus on actually implementing the feedback rather than collecting it!

Muito importante que, além de receber os feedbacks você tenha um processo de análise dos mesmos. Para onde estes dados est?o indo? Como eu mostro às pessoas que estou tomando a??es e que sua contribui??o está sendo de fato relevante? Ao perceber que est?o sendo ouvidas e a vida delas de fato melhora, as pessoas v?o engajar mais no processo de feedback.

Assessing Manager Satisfaction and Quality of Hire are pivotal onboarding success metrics. Manager Satisfaction gauges the perceived readiness of new hires and the effectiveness of the onboarding process, while Quality of Hire evaluates new employees' performance and their impact on organizational goals. Positive feedback from managers and a strong correlation between onboarding success and subsequent job performance signify effective onboarding practices that identify and nurture top talent, leading to improved team dynamics and overall organizational success

When assessing employee onboarding, considering business outcomes is essential, but it's equally important to analyze the starting data and identify the primary impact the organization aims to achieve. By understanding the baseline metrics and defining the critical goals, organizations can tailor their onboarding processes to drive the outcomes that align with their strategic objectives. This approach ensures that the onboarding efforts are focused and effective in supporting the organization's long-term success.