"Onboarding" is the Wrong Word
The most misused term in business might be “Onboarding.” All-to-frequently companies interpret onboarding as “new hire orientation”, the one-day HR-led meeting where new employees get their laptops, log into a few systems, learn about benefits and policies, and sign needed documentation. Beyond that, little takes place. As a result, just 1 in 8 employees feel that their organization provides a good onboarding experience beyond new hire orientation (Gallup study), resulting in a turnover rate of up to 20% in the first 45 days (SHRM.org).
Less frequently, some organizations have built out more robust programs that include formal training on functional tasks, buddy/mentor programs, and regularly scheduled one-on-ones with the manager to determine their level of proficiency. Yet, even these more formal programs tend to lack targeted outcomes that can be measured for impact and engagement. A Kronos study found that 55% of organizations don’t measure onboarding effectiveness. They state, “Orientation is not onboarding: organizations place too much emphasis on hew hire paperwork, not enough on their long-term success.”
"Orientation is not onboarding: organizations place too much emphasis on hew hire paperwork, not enough on their long-term success." - Kronos
?The Need for a Meaningful Solution
At Wiseman Strategies, we believe that the obscurity of “onboarding” has created a disconnect between employer and employee, beginning on day one. To understand the best solution for your company, you first need to understand what you’re measuring.
We believe that Turnover and Retention are not two sides of the same statistic, but instead represent two high-level phases of the employee lifecycle and there is a cost associated with each.
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It’s Time to Integrate, not Onboard
A strong Integration program begins with hiring the right person for the right job. Leaning into people data to understand job fit can ensure an immediate connection between an employee and their work. As a certified partner with the Predictive Index we work with clients to help create meaningful job targets that can be leveraged in the integration process. As new employees join the team, behavioral results are compared with the job target to better understand how well the employee meets the demands of the role, providing managers with the needed insights to help them align the employee’s work style with what the job is asking of them.
Once the candidate is through NHO, having a formal program in place that connects the employee to their work, with their manager, the team, and the organization is critical to ensuring long-term engagement. Consider the following when developing a program:
When strong Integration programs are in place organizations have the ability to increase engagement and reduce turnover by 82%. If you want to learn more about how we help companies create great programs, message me here on LinkedIn or email me at [email protected]
?To learn more about Wiseman Strategies, visit our site at https://www.wisemanstrategies.com.
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5 个月Well done. Such a strong concept to better understand what integration should be for new employees. It’s important too that current employees also integrate well with the new. Something I know you guys excel at!
?? "Integration into company culture should come as a result of an employee knowing how their role impacts the success of the company and alignment of their own work values with the team." ??