What are the best ways to prevent employee turnover during onboarding?

An excellent onboarding is the gateway to an employee’s heart, and it can improve retention by 82%. A well-defined 30-60-90-day plan will provide an opportunity for the employees to understand what they can expect from the onboarding journey and help them familiarize themselves with the culture. Onboarding should clearly define the organization's vision, commitment, and core values. A buddy shall be assigned to the new employee to support them during the initial days. HR needs to also conduct pulse checks and timely feedback from the new employees on their onboarding experience. These efforts will help to rectify gaps in their onboarding journey and the employees will gain confidence in the organization which in turn will ensure retention.

Employee engagement through regular feedback is a must. In building those new relationships, it is critical to start to build rapport that leads to trust. Psychological safety is a cornerstone you want to put in place early to make your new hires successful in the role. Newly hired employees want to know they are investing their time and efforts in what will make them successful in their new role. You both want a win-win situation! It is imperative that the feedback be both formal and informal. It should be a routine part of new hire communication. Give them constructive feedback and they will have the keys to be successful and realize they are valued. An appreciated employee will always go the extra mile.

It is always a important checklist for a HR person to ensure that during the probation period or cooling period which is first 3-4 months to have the employee engaged and support him on his/her concern to settle down in the organization.

Offering support and resources to make them feel welcomed and valued by the organization should have a high priority. In my experience I have known missteps that should never happen. I’ve been that new hire that wasn’t told where the restrooms are located. Let’s at least get the basics covered! Don’t be the organization that doesn’t check-in with their new hires! Do surveys to see if your onboarding process is actually accomplishing the results you targeted!

Creating a buddy program has a profound impact interms of creating a positive experience for the new hire, align and adapt to the organization culture and to feel accepted with an improved sense of belongingness.

Provide a point of contact for any questions or assistance needed during the paperwork process. This can be an HR representative, a direct supervisor or buddy. Organise sessions where new hires can complete their paperwork with the guidance of HR and/or those who've done it before. This ensures questions are answered on the spot, and paperwork is completed correctly.

Buddy System or Mentorship: It is must to Pair new employees with a buddy or mentor who can provide guidance, support, and insights into the company culture. They must support the new one to get settle down quickly and assist them on their small or minute concern which is very crutial.

Recognize and celebrate milestones and achievements during the onboarding process and beyond. Because it a general human tendency and phycology to have recognition. We will need to create open communication channels where employees feel comfortable sharing feedback, ideas and concerns.

Catching deficiencies early is critical to helping the employee feel engaged & develop a sense of belonging & value within the organization & team. Every employee is different- their KSAs, learning style, expectations, and their experience- both professionally & personally. All of these factors play into cultivating the experience each new hire has. In addition to systems and processes, personal, simple, frequent check-ins can capture deficiencies in the experience and help to manage expectations. Often, a small adjustment, connecting to the right resource, or even just hearing the employee concern is enough to strengthen the employer-employee relationship and cultivate a dedicated team member who feels an increasing connection to the org.

Effective onboarding leaves little room for doubt and so they are less likely to question if the business is right for the and initiates a dialogue that develops throughout an employee's tenure within a company when employees are comfortable asking questions they will feel valuable parts of the company and willing to share their ideas and feedback .

In my experience, one of the most important things is to balance a structured plan and framework with enough flexibility to suit the individual. Whilst there's some onboarding steps that are always helpful, most colleagues (especially at more Senior levels) feel more empowered and perform better when they have the ability to shape their own onboarding. Sharing a draft plan built on what has worked well previously that the colleague can edit and shape themselves often helps find the right balance.

Provide clear communication throughout the process. Before the First Day: Communicate clearly and early about the importance of completing paperwork, the deadlines, and how it fits into the overall onboarding process. Provide a checklist of required documents. Help new hires understand why each piece of paperwork is necessary. This can increase their motivation to complete it promptly.