Why Onboarding is Crucial to Employee Retention
The onboarding process for new employees is often misunderstood. Employees have the task of making good first impressions, setting standards, and getting to know their new team. However, onboarding is just as important for the employer as it is for the employee. A positive onboarding experience can influence employees in their decision to remain with their employers long-term. A negative onboarding experience can have long-term effects, especially when it comes to high turnover and low employee satisfaction. If your onboarding systems could use some polishing, keep these tips in mind.
- Be prepared. As an employer, it’s important to make sure your employee has the tools and resources they need to do their job well. This means having a parking pass, access to the building, a computer, and other basic resources.
- One on One Meetings. A survey conducted by the Harvard Business Review found that employees who were given the opportunity for one on one meetings with their manager had lasting effects on their long-term satisfaction. The study showed that one on one meetings that took place within the first week of employment helped employees with growing their internal network, improved the quality of meetings, and increased time spent collaborating with other colleagues.
- Know Your Employees Role. It’s important to understand the exact role of your new employee. This includes understanding responsibilities, communicating expectations and acting as a resource for your employee. Reviewing these responsibilities and roles with your employee at the first stages of employment can prevent miscommunications and underperformance later on.
- Conduct Reviews. Every new employee should be given a 90 day and one year review. Not only does this system promote transparency and effective communication, but it also gives the employee an opportunity to present their own feedback and any concerns they might have about their current role.
- Build Connections. It can take a while for new employees to feel connected to their team members, and even the organization as a whole. However, team members and managers can help speed up and deepen this process by offering team building opportunities, networking events, and professional development opportunities.
- Ask for Feedback. A traditional onboarding experience can take up to 18 months. After this time, it’s a great idea to ask your employee for specific feedback regarding their onboarding experience. This could be in the form of a survey, questionnaire, or informational interview. Make sure to take the feedback seriously and reflect how the process can improve.
At Quadrivium Advisors, we know the value of good employees. If your onboarding process needs improvement, connect with us!