ONGOING ONBOARDING!.. How to ensure every person feels like an individual.

Whether you have been offered the role as the new CEO of a large organisation, or you’re one of 150 people hired in one go to work within a busy call centre, feeling valued, unique and welcome is one sure-fire way to ensure you’ll commit to your employer in the long term.                                                                      

Employee onboarding is a little more than sending out a welcome email from HR and giving the new starter a free notepad and pen at induction; a custom approach based on the needs of each position and individual inevitably leads to happier new hires who become long-term employees. By planning ahead, establishing training processes, and maintaining onboarding requirements for a longer duration, companies make new hires feel like team members who want to remain in the job. In fact, Forbes agree that creating a structured onboarding programme is key; according to a study, employees who go through a well-organised and meaningful onboarding process, are 58% more likely to remain with the organisation for over three years.

 Ongoing support from each team - and their leaders - results in faster time to productivity by new hires, and decreases the likelihood they will leave the company. As you’d expect, they will be more productive and confident when they continue to feel support for an extended period beyond the probation period. By setting up regular team meetings to discuss goals, objectives, projects, and other important information, new members feel more welcome, so less chance of he or she is leaving, saving the business money, and building stronger employee loyalty and advocacy.

Medium.com  found that of 2,000 people in new employment surveyed, 76% of those who cited they didn’t feel valued at work were currently seeking other job opportunities. Therefore, organisations with poor onboarding programmes could double their attrition. Food for thought, right? The first 90 days are crucial for any new joiner, irrespective of their role or level within the company, and within this time the new members should more than likely feel settled and engaged with their work and their team.

 By putting aside just 15 minutes a week, at least for the first 90 days of a new hire’s employment can keep them feeling connected and engaged. This keeps everyone in the team in touch with their progress and success, and also brings awareness of any potential challenges and frustrations they may be facing. Those 15 minutes alone could transform the likelihood of your new hire’s success and their contributions to your company.

With a professional, successful onboarding programme, individuals are settled, confident and reassured in their work, so they are more inclined to give honest feedback on their onboarding process in their one to one review - And while training and onboarding are not only the pieces that prepare an employee for their job, without them, chances are new hires will not make it past the first three months. A mentorship-style program can assist and reinforce the training and onboarding as well as encourage office relationships. During every step of the process, new employees should know who to turn to and feel comfortable providing feedback. Quality onboarding, plus valued employees, equals a successful business.

Dan Boland 07864 800 880.  dan.boland@capita.co.uk