Reduce the Fog: Effective Employee On-Boarding

One of the most frustrating things for recruiters isFotolia_4687512_XS to have a newly hired employee leave the company prematurely.  For the business it may mean another 3-4 months of search to rehire a replacement.  During this time, it means down-time and lost of productivity for the business, adversely hampering revenue opportunities.

An effective employee onboarding program could just be the remedy to improve employee engagement and retention.  An onboarding is not the same as an orientation program.  An objective of an onboarding is to get new employees integrated and jump-start the productivity and engagement to the organization.  On longer will we hear, “No one showed me the ropes.”

Purpose of an Onboarding Program

1) Increase Productivity.  A key outcome is to reduce “time-to-money” and get employees to productive work quickly.  Most organization want new employees to contribute more quickly.

2) Develop Internal Partners.  In the high-tech, the industry where I work in, is concerned with employees being more adaptive to shifting new technology.  Employees should know key partners and resources within the organization to obtain support.

3) Reduce Costs.  The longer an employees takes to ramp us creates additional costs to business with extended training fees.  In today’s economy, HR is challenged with finding lower-cost and creative solutions to employee engagement.

Getting Started

Here are some basic steps to better understand the needs of new employees starting in your organization:

1)  Talk to hiring managers.  Managers can tell you the critical elements in getting new employees on the road to being productive.

2) Talk to new employees.  They will be able to tell you their direct experience and what is working well, or not so well.

3) Research organizational data.  A lot can be gleaned from assessing internal organization data to identify key focus areas.  Information can be obtained by assessing performance reviews, turn-over/resignation data and organization surveys.

Intended Outcome

1) Improved Integration.  Employees should no longer feel that it is “sink or swim.”  They will understand who’s who in the organization and stakeholders who can enable the employee with their work.  The employee partners more effectively with the right people to get the right job done.

2) Improved Customer Experience.  It’s about getting the new employee engaged with the work more quickly.  The employee should understand the company’s mission, product line and business objectives.  The new hire should be able to represent your organization to provide customer solutions.

3) Employee Retention.  Ultimately, it is about employee engagement and retention.  Employees who feel connected to the manager and business unit have a stronger commitment to seeing positive results.  That alignment between the employee and work leads to stronger retention results.

The benefits of creating an effective employee on-boarding program far outweighs to cost of hiring replacement for unsuccessful employees.  The market premium and reputation for a stable workforce and strong customer relationships gives top companies an edge over its competitors.  In today’s hyper competitive business environment, having agile and adaptive employees is paramount to winning teams.  Turn on your headlights.

Technorati Tags:

Leave a Reply

Your email address will not be published. Required fields are marked *