How can you improve your onboarding process to reduce employee turnover?

Many employees leave the job within the first 45 days. Don't let that happen! - Make sure the leader meets w/ the employee day 1 - Have an informal team meet up day 1 - don't let employee eat lunch alone - even remote employees - Assign a buddy - Have a plan - what the employee can expect at 30, 60, 90 days - Check in regularly - 2x/week for the first month, 1/week going forward. - Make sure their tech is fully ready to go - laptop, access, software, etc. - Ask for feedback regularly - what's going well, what could be better - act on it. - Have a career conversation out the gate - shows the employee you care about their development. - Talk about culture and values - why they are important. These are a good start!

Onboarding is often confused with induction. We would benefit from defining onboarding clearly. Orientation in the firm's policies and procedures is important, but in planning the onboarding process, I would put more focus on: comparing the previous role and the new one (to identify the change in role), analysing one's talents useful in the new role; clarifying and focusing on business priorities and measurements; identifying the key stakeholders and alliances to be built; defining one's personal brand and leadership style; well-designed and intentional communication; defining development priorities and knowledge getting fast-track; getting to know and mobilising the team. Thinking about the measurements of progress will also be useful.

Casi siempre se tiene en cuenta el proceso de onboarding para integrar al nuevo colaborador a sus actividades y a la cultura de la empresa, sin embargo es importante establecer como objetivo de este, el que desde la etapa de reclutamiento y selección se ganen embajadores de marca. Así un candidato no sea el elegido en un proceso, debe irse con la mentalidad de querer ingresar a esa empresa y eso se logra haciéndolo vivir parte de la cultura de la empresa a la cual postula. Ello no solo potenciará el proceso de reclutamiento y selección para llegar a los talentos idóneos para cada compa?ía, sino que generará un mayor sentido de pertenencia de los talentos seleccionados.

Uma acolhida humanizada é muito importante e certamente gera uma boa impress?o. Trabalhar proposito, miss?o e valores e o jeito de Ser da empresa também faz com que as pessoas se sintam alinhadas (caso realmente sejam) e parte de algo maior do que somente suas atividades diárias. Claro, que tudo isso deve ter continuidade em toda a sua jornada como colaborador, com seu líder, seus colegas, pares, etc.

Just imagine yourself going to a pre-school on your first day. You are scared, and unsure of what is going to happen but were warmly welcomed by the teachers (fellow colleagues). 1. Be Prepared - having a last-minute onboarding process can make a new employee feel unwelcome 2. Fellow Peers - Identify a few key groups of people that they will work with and connect them to build a rapport. 3. Flexibility - strict rules and regulation will only scare new joiners away~

The onboarding process can be greatly improved and employee turnover reduced by planning the content and delivery method. New employees feel more confident and connected to their roles when they receive clear and engaging information about company values, expectations, and job responsibilities. Complex information can be made more digestible and memorable by using interactive videos or hands-on activities during onboarding sessions. This approach helps new hires to integrate into the company culture, to better understand their roles, and to have a positive first experience, which ultimately increases the likelihood that they will stay with the organization for the long term.

Timing of content is crucial! Just go back to when you onboarded with companies. Did you get all the information all at once in one single email or did you get information over time in a structured and logical way? This influences the onboarding experience greatly. Breaking up all the content in piecemeal pieces that you release for instance weekly will greatly improve: - Onboarding experience - The amount of information that your onboardees will actually remember say 6 months into their tenure - Engagement & excitement by having a build-up towards someone's first day on the job! Final thing to consider; make sure this delivery is automated. HR-departments are already busy enough; you don't want this to add to this workload.

It's important to create a robust onboarding process that ensures a new hire won't feel lost at any point during the hiring process. I've found that content during the onboarding process is best retained when the new hire receives it verbally during orientation and also is given access to it in some sort of easily referenceable archive/intranet.

A buddy really helps to get anyone onboard and a backup is of paramount relevance in case of holidays/absences. In the very first days, missing a buddy may isolate the candidate from the team and misalignment. Then, is important to make accountable the lack of planning, not the team for this.

Defining what to tell and how is key. From an employer's perspective, there are many important messages and values to share as well as behaviors to encourage. From an employee perspective, this can make onboarding overwhelming. In addition to just pushing key knowledge to new team members, a chatbot can improve the onboarding experience. It can answer questions about policies, procedures, values etc. immediately. This makes sure, new hires get the knowledge when they need it. Ideally in the tools they already use.

Tendemos a la personalización de la experiencia de l@s trabajador@s y ello toma especial importancia en el momento de la incorporación. Paquete de bienvenida, itinerario formativo, informaciones iniciales ... han de organizarse teniendo en cuenta sus circunstancias concretas tanto personales como laborales. #RRHH #RecursosHumanos #OnBoarding

A personalized onboarding approach addresses the diverse needs, backgrounds, and interests of new hires and fosters a sense of value and belonging from day one. Creating specific onboarding paths for different roles, levels, or departments demonstrates a commitment to understanding the requirements of each position. An example of tailoring the onboarding experience would be offering optional advanced training sessions for engineers who want to specialize in a particular technology or framework and offering sales representatives the option to participate in sales role-playing exercises or attend workshops on pitching.

The onboarding process can be improved and turnover reduced by customizing the onboarding program. Tailoring the onboarding experience to the specific needs and roles of individual employees makes them feel valued and supported. If an employee is in a technical role, customising onboarding to focus on job-relevant technical skills and tools can help them feel prepared and engaged. This personalization helps new hires see the direct relevance of the onboarding program to their role. This fosters a sense of belonging and reduces the likelihood of turnover as employees feel more connected and equipped to succeed in their roles.

Tailor the experience akin to a customized suit, aligning tasks with overarching organizational objectives. Develop role-specific training that harmonizes skill enhancement and job expectations. Employ innovative, interactive methods to infuse creativity, ensuring onboarding is a dynamic experience rather than a procedural checklist. Integrate the company's culture into this narrative, crafting a story where employees recognize their reflection. Choreograph a meticulously planned onboarding process for a seamless induction. By customizing the onboarding experience, turnover transforms into a resounding ovation for an engaged, committed, and retained workforce.

Personalizar pero también dinamizar. Qué el contenido sea verdaderamente útil para la persona y también atractivo. Con la cantidad de estímulos a los que estamos sometidos en la actualidad, es importante que el contenido se muestre de forma clara y amena. Un contenido original en el onboarding también dará mejor estatus a nuestra marca empleadora.

In my view, fostering a welcoming and inclusive environment by creating a welcoming and inclusive workplace culture where new employees alongwith the old employees feel valued and included. Additionally encouraging team building activities, promote open communication, and celebrate diversity.

Una de las claves es involucrar al equipo y a la mayor parte de la organización. Cuidar esas dos primeras semanas es básico, como candidato durante ese tiempo sientes si has acertado o intuyes que te has equivocado. Es básico que conozca a la mayor gente posible, y recibir feedback constante de cómo están yendo los primeros días. Tratar de evitar en todo momento la sensación de soledad o de sentirte perdido son vitales para garantizar una gran experiencia. Algo que claramente ayuda a dicho proceso es tener una cultura abierta y de ayuda, cuando culturalmente las personas están habituadas a ayudar, hacen todo infinitamente más fácil.

Extend the responsibility beyond HR to include team members as mentors, buddies, or trainers for new hires. Encourage your team to welcome newcomers by involving them in meetings, events, and social activities. This approach fosters a sense of belonging and collaboration, helping new employees quickly integrate and build trust within the team, which is crucial for improving retention.

Involving the team in the onboarding program can make a significant difference to the onboarding process and help to reduce staff turnover. When existing team members are actively involved in welcoming and guiding new hires, it creates a sense of community and support. A valuable connection can be made by assigning a "buddy" or mentor from the team to help the new employee navigate the first few weeks. When employees feel connected to their team from the start, they are more likely to stay with the company because they experience a supportive work community that values their integration and success.

Integrate key departments into the onboarding framework, ensuring a synchronized assimilation. Align tasks with organizational objectives, highlighting interdepartmental dependencies. Implement role-specific training, orchestrating a comprehensive ensemble of skill development initiatives. Foster collaboration through interactive methods,and Immerse various departments in the company's cultural ethos, enhancing cohesion. Coordinate a meticulously structured onboarding process, where each department contributes to the organizational melody.By involving diverse departments, transform onboarding into an interwoven HR strategy, reducing turnover and fostering a united, committed workforce.

Absolutely! Continual monitoring and evaluation are crucial; onboarding is an ongoing process, not a one-time event. Learning from mistakes, I recognize the necessity to revisit onboarding plans and structures at least every six months. This proactive approach is essential because firing patterns and workforce needs evolve with the ever-changing job market. Regular revisions are not just a response to change but an integral part of continuous improvement, ensuring our onboarding processes stay agile and aligned with organizational and market dynamics. Feedback Surveys Performance Metrics Stay Updated on Industry Trends Collaborate with Teams (get managers involved) Technology Integration (use gamification)

In my experience, by providing a comprehensive orientation to ensure that new employees receive a thorough orientation that covers company values, culture, policies, and procedures. This helps them understand their role and feel connected to the organization from the start.

Look at your Product Team/Any team that onboards clients/customers. Your Candidate and New Joiner experience has to begin from a place of "How do I convert this initial awareness and take it to a point where this person becomes an employee advocate." Identify all the potential touchpoints, split them open and see which ones are providing a superlative experience and which ones are lagging behind. Solve them, test the solution, implement them and keep rechecking periodically via ESAT surveys/ dropout rates etc.

Monitoring and evaluation of the onboarding programme is critical to improving the onboarding process and minimising employee turnover. By regularly assessing the effectiveness of onboarding activities, an organisation can identify areas for improvement and make the necessary adjustments. Collecting feedback from newcomers about their onboarding experience can reveal any challenges they faced or aspects they found most useful. This ongoing evaluation ensures that the onboarding process remains relevant and effective. It also addresses any issues that may contribute to employee dissatisfaction or turnover.

As initially defined, the completed milestones along the 30/60/90 days are relevant, and as the feedback gets less frequent, it is more important to generate such genuine, authentic spaces to share and celebrate the individual contributions to the excellent team results and award credits whenever appropriate to the team , the buddy and the newcomer for the achievements

Algunas ideas: 1.-Liderazgo efectivo 2.-Ambiente laboral positivo 3.-reconocimientoy feedback 4.-Oportunidad de crecimiento En resumen, la retención de empleados se fortalece a través de un liderazgo sólido, un ambiente laboral positivo, el reconocimiento efectivo y el fomento de oportunidades de desarrollo. Estas medidas no solo deben ser expresadas verbalmente, sino respaldadas con acciones tangibles que demuestren el compromiso real de la empresa hacia el bienestar y el crecimiento de sus empleados

In evaluating onboarding, three key considerations stand out. First, reaching out 30 days post-onboarding to inquire about missed learning opportunities ensures continuous improvement. Second, sharing the organizational purpose transcends daily tasks; it's about instilling a love for the mission. Third, an experiential program, involving various business areas, not only imparts knowledge but also integrates new hires into the organizational culture, fostering a sense of belonging and connection. This approach transforms onboarding into an ongoing, impactful process.

The onboarding process should be designed to create a supportive and growth oriented environment, which may include: a) Personalized welcomes: Foster a sense of belonging from day one. b) Clear expectations: Reduce stress by outlining roles and responsibilities. c) Emphasize purpose: Connect individual roles to broader organizational goals. d) Skill development opportunities: Encourage personal and professional growth. e) Social connections: Nurture a positive workplace with team-building activities. f) Regular feedback: Ensure open communication, address concerns promptly. g) Celebrate achievements: Boost morale by recognizing accomplishments. h) Prioritize well-being: Create a supportive community for mental and emotional health.

69% of new hires are likely to remain with the company for a duration of three years when provided with a positive onboarding experience tailored specifically to their role, ensuring a meaningful and relevant integration into their responsibilities rather than generic or distracting elements.

Implement a structured pre and post-onboarding program with clear timelines and objectives. Provide necessary information and set expectations. Assign new hires a mentor for guidance and support. Introduce them to the company culture and values early on. Set 1:1 with the manager and skip level meeting with the new hire. Ensure new employees clearly understand their roles, responsibilities, and performance expectations. Facilitate opportunities (Internal social platform or team lunch) for new hires to build relationships with colleagues.

A new team member might have several good experiences of work culture from his previous job and role. Asking him to share such ideas, selecting and implementing those suitable in the present environment would give a powerful message of positivity and inclusivity. This will improve employee retention tremendously.