Each year, approximately 25 percent of the working population undergoes some type of career transition, according to the Society for Human Resource Management (SHRM). All this turnover can be costly, so it’s key to support new hires with effective onboarding to ensure not only their success, but yours too.
Don’t Muck it Up
For many companies, the onboarding process is a dark and murky place. But it shouldn’t be. Practices like poor training and inadequate orientation can quickly turn off good employees in a big way. In fact, lots of otherwise stellar companies make bad initial impressions because they have no system in place to measure new hire engagement.
First, let’s define onboarding. In a nutshell, it’s the process by which new hires get adjusted to the social and performance aspects of their jobs quickly and smoothly, and learn the attitudes, knowledge, skills and behaviors required to function effectively within an organization.
Now, how can you make onboarding fit into the big picture? What can new hires do to help facilitate their own orientation process? How can you ensure you’re getting talent from the best sources? And, ultimately, why is onboarding a critical part of an effective talent management strategy?
Make Onboarding Work for You
Research and conventional wisdom both suggest that employees get about 90 days to prove themselves in a new job. And, the faster new hires feel welcome and prepared for their jobs, the faster they will be able to successfully contribute to your firm’s mission.
Research reported in The Journal of Applied Psychology says that when new hire onboarding is done correctly, it leads to:
- Higher job satisfaction
- Organizational commitment
- Lower turnover
- Higher performance levels
- Career effectiveness
- Lowered stress
So, what can you do to get in on some serious onboarding action? It starts by measuring, moves to analyzing and then you’ll feel the impact. Find out what ChequedImpact™ has in store for you.