Onboarding, and a dedicated HR contact process are the 2 aspects of HR that specifically have the greatest impact on Employee Retention !
Nicolas BEHBAHANI
Global People Analytics Leader | Future of Work | Leading Global HR Analytics, Driving Business Growth
?? People with no intent to leave their employer are 3.8 times more likely to see HR as a net benefit, or value promoting than people considering or in the process of leaving.
?? Two areas where even small changes might reap great benefits:
?? Onboarding
??The HR contact process
Also there is a stark differences emerge when researchers look at onboarding formality and organization size.
?? A dedicated HR contact, one person to whom they can reach out to for all their needs, were 2.8 times more likely to view HR as value promoting and employees who described their onboarding as “extremely formal” were 5.3 times more likely to view HR as a net positive, according to a new interesting research published by ADP Research using data ?? from 20,000 employees in the internal ADP HR XPerience Score data.
?Impact of HR Staff and intent to leave
Researchers found an interesting relationship between an employee’s experience with HR and employee retention.
?? Employees who say they have no intent to leave their current company are 3.8 times more likely to see HR as a net benefit, or value promoting.
Researchers discovered that two areas where even small changes might reap great benefits onboarding, and the HR contact process:
?The impact of Onboarding:
Researchers found that employees who described their onboarding as “extremely formal” were 5.3 times more likely to view HR as a net positive. The more formal the onboarding process someone experiences, the more likely they are to see HR as value promoting, and the less likely they are to see HR as value detracting.
Researchers also discovered that people whose onboarding process was not at all formal are less likely to see HR as promoting rather than detracting value, regardless of their job tenure.
?? And in the same way, people who experience an extremely formal onboarding process are more likely to see HR as promoting rather than detracting value - That sentiment prevails at all levels of job tenure.
?Stark differences at onboarding formality and organization size
Researchers noticed a marked differences when looking at onboarding formalities and organization size.
Indeed, they noticed that smaller organizations; those with 1 to 49 employees, have considerably less-formal onboarding. In fact, about a third of employees at these small organizations report no formal onboarding process at all. E
?? Even incremental changes to the formality of the onboarding process could go a long way toward helping smaller organizations retain workers.
?Impact of a dedicated HR contact process
Researchers found that employees with one dedicated HR contact are 2.8 times more likely to view HR as value promoting than those with multiple HR contacts.
?? Even more worrying, researchers noticed that nearly half of employees in smaller organizations reported having no HR person or department at all.
Researchers found also that employees who have a dedicated HR contact are more likely to see HR as a net positive regardless of contact method.
Researchers noticed that the percentage of employees who report the availability of an HR app is small across organizations of all sizes. In fact, larger organizations fare a bit worse than smaller ones in this regard.
?? Very interesting findings about method for contacting HR department, contacting a dedicated HR by phone is the preferred method of contact whatever the size of the organization.
??Finally researchers conclude the onboarding experience seems to have a lingering effect on employee perceptions of HR over the long term. Even years later, the formality of onboarding makes a difference. Researchers recognize that having a single HR contact might not be practical or feasible for every organization, especially small ones, but even adjusting the HR contact process can make a difference in how employees perceive HR value. Organizations that combine the right staffing ratios with tangible efforts to promote the perception of HR value could help employees flourish in their roles and stick around for the long haul.
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This insightful research shows the 2 important factors that have a direct correlation with retention which are onboarding and a dedicated HR person. Now these results show that small or large organizations can take action on these 2 factors to influence the employee experience and retention of their talents. Among other things, this research emphasizes the essential need to have human HR contact even if applications and digitalization are also an important part for employee experience.
Thank you ?? ADP Research researchers team for these insightful findings: Mary Hayes Jared Northup
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9 个月Nicolas BEHBAHANI thanks for sharing the post. 1) Onboarding sets the tone for an employee's journey, ensuring a smooth transition into the company culture. A well-organized onboarding process fosters engagement and helps new hires feel connected and valued from day one. 2) The HR contact person plays a crucial role in addressing employee queries, concerns, and providing necessary support. A reachable HR contact fosters a sense of accessibility, contributing to employee satisfaction and retention by addressing their needs promptly. Together, effective onboarding and accessible HR support contribute significantly to employee satisfaction and retention, creating a positive work environment where employees feel supported and engaged throughout their tenure.
HRBP I Empowering Organizations through People Management I Employee Engagement I Employee Relations I I Talent Management I Passionate Talent Developer I Cultivating Inclusive Culture I Building High-Performing Teams
9 个月Couldnt agree more! Nicolas BEHBAHANI Implement a more formal onboarding process, as employees describing it as "extremely formal" are 5.3 times more likely to view HR as a net positive. Focus on structured activities and guidelines during onboarding to enhance the overall experience. Introduce a dedicated HR contact for employees, emphasizing human interaction. Statistics show that having a single HR contact makes employees 2.8 times more likely to view HR as value promoting. Encourage reaching out to this contact by phone, the preferred method across organizations of all sizes. By addressing these factors, organizations can significantly impact employee perception, fostering a positive HR experience and increasing retention rates.
Industry Veteran | Exploring Future of Work | Great Manager’s Coach & Mentor
9 个月Certainly! Onboarding plays a crucial role in providing new employees with an initial, intimate experience that helps them understand & align with the culture of the company they have chosen to join Nicolas BEHBAHANI - crucial share. ??♀?It sets the tone for their entire employee journey & can greatly influence their level of engagement, commitment, & overall satisfaction. ??♀?Having a dedicated HR contact during the entire period can foster Stay, Strive, & Say.
I am dedicated to transforming HR solutions into your premier strategic excellence partner | SHRM-SCP, SPHRi
9 个月Thanks for the insightful post, Nicolas BEHBAHANI From my experience, I've observed a common mistake in HR, one that I personally made as well. The onboarding process is intended to empower new hires, providing them with the necessary support to reach their full potential in the shortest time possible. However, I've noticed that many onboarding processes, including those I have worked on, tend to be excessively lengthy. They often include numerous minor check items that don't significantly benefit the new hire. This approach can cause HR to focus more on completing these items rather than leveraging the onboarding process as a vital retention tool. Following an agile HR approach , I realized the importance of minimizing the administrative elements of the process and concentrating more on strategic aspects. This includes designing effective learning plans, which are fundamental to successful onboarding. Of course, two critical elements must support this approach: 1- Technology that enables the automation of the onboarding process. 2-Ensuring managers are held accountable for supporting the new hire throughout their journey.
Speaker, Author, Professor, Thought Partner on Human Capability (talent, leadership, organization, HR)
9 个月Nicolas BEHBAHANI As always, thanks for sharing. I like the research that helps prioritize which HR practices have impact on outcomes that matter. I am not sure all the practices they are comparing, but on boarding and HR contact are obviously critical and relevant to retention. The on boarding probably represent first impression with the new organization and HR contact shows relationship, of which are critical. Again, many factors go into retention (immediate boss, compensation, training, opportunities for growth, team, culture, shared values, etc.), but these HR practices are important to consider, Thanks again for sharing.