Project Description

📖 4 mins read

Could your employee onboarding process be affecting your new hire retention rate?

 You know what they say, first impressions last — well, so does an employee onboarding experience.

In fact, most people agree that they never really forget their first day at a new job (or first weeks even). It’s one of those new beginnings that set the tone for what follows.

Employee Onboarding: Key to new hire retention

From the moment an accepted candidate signs that ‘Job Offer’, certain expectations kick in. To that, how well the employee onboarding process goes can remarkably determine how long a new hire stays with your company and impact your overall employee retention rate.

Did you know that:

Glassdoor has found that organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%. Meanwhile, according to HCI, a staggering 20% of new hires leave a job for a new opportunity within the first 45 days.

So where do employers go wrong? — Here are a five common employee onboarding mistakes you’ll want to avoid:

Missing Onboarding Essentials:

First things first! — let’s talk about essentials. 

That typically includes things like setting up email accounts, access to important shared folders or files, pre-populating contacts, send a welcome email, etc.

The longer it takes you to set up those essentials for a new hire, the longer they’ll have to wait to proceed with subsequent steps of their onboarding process — Never a good first impression!

One powerful way to accelerate things and achieve onboarding consistency across different departments is by automating basic employee onboarding tasks. How? Using onboarding tools to pre-build workflows.

Employee onboarding tools

Employee onboarding automation offers amazing benefits, including:

  • Reducing new hire onboarding time – From 5+ days down to minutes.
  • Speeding up new hire productivity and training.
  • Saving up precious HR and management time spent on repetitive tasks.

 

Did you know that:

2 in 5 HR managers who don’t capture onboarding information electronically spend 3 hrs or more per new employee manually collecting and processing onboarding information that could be automated — CareerBuilder

 

Poor training and Buddy/Mentor Systems: 

Now on to training and buddy systems

Let’s agree that a strong training and mentor system is the foundation most new hires need to hit the ground running.

And while every job typically requires a different skill set depending on its nature, all training programs share one big common goal: To prepare employees for the job!

A good way to assess the effectiveness of your training programs is by getting new hires involved. Ask them for feedback and improvement suggestions at the end of each training program.

That way not only do you involve them in your organizational development efforts from the start, but you also get a better sense of any training gaps you may be missing.

Bonus Tip: Finding the right person in a company with the best knowledge on a particular subject or area can be tricky, but did you know that there’s a unique search tool for it. Be it a customer, product or opportunity, the tool will point new hires to the best person to approach for knowledge on the subject.

 

Lack of proper performance feedback and support:

Let’s call this the biggest ‘retention-busting’ mistake of all.

Most hiring managers and HR personnel agree that new hires need consistent performance evaluation and feedback to grow — However, many new hires say they witness the opposite.

Recurrent 1:1 performance evaluation meetings during the first weeks of employment is PIVOTAL. Such meetings should give new hires a chance to receive feedback, as well as share their thoughts.

If a new hire is struggling in some area, they need to find prompt support and guidance. If they’re particularly excelling, they need to know it. If there’s room for improvement, that’s the only way they’ll know.

Performance feedback and support is part and parcel of any strong employee onboarding process.

Checkout Indeed’s 8 Tips for Giving Useful Performance Feedback for extra insight.

 

Short-term onboarding planning: 

So how long does your employee onboarding process usually last? — Is that enough? Let’s see!

Strong employee onboarding programs typically range from the employee’s first 90 days and can extend up to 12 months.

However, a survey by CareerBuilder found that out of 2,300+ surveyed hiring managers and HR professionals, three-quarters hold onboarding processes that last one month or less.

Before deciding on a how long your onboarding program should be, you need to consider the following:

  • Onboarding start date.
  • Training duration.
  • What skills and knowledge do they need to develop? And what’s the average timeframe to get there?
  • How long will it take them to settle into the new role?
  • What are the challenges and goals that mark the first few months? How will you help them get there?
  • How often do you plan on evaluating performance and offering feedback?
  • How long will the probationary period be?
  • What role will HR, direct managers and co-workers play in the onboarding process?

That should get a brief idea on how long your onboarding process should roughly be.

 

HR Unresponsiveness:

Speaking of the role HR will play. New hires usually need to cover plenty of things when they first join a new organization.

From getting on the payroll system, to signing up for benefits and completing new-hire paperwork. To that, HR needs to stay particularly close and responsive during those first weeks.

HR unresponsiveness post the ‘hiring’ step can cause new joiners to feel unsupported and lose confidence in your HR department. 

 

How GAT improves employee onboarding in Google Workspace:

GAT for HR: GAT for HR automates employee onboarding, offboarding and modifying tasks seamlessly in Google Workspace. It covers everything from welcome emails and email signatures, to pre-loading files, pre-populating contacts and much more…

Each workflow can be built from additional action sets, which can be combined. Every department can have its own unique workflow and every workflow can be fed individual user names or a list from a sheet. Save the workflow to use again and again…

Interested to learn more? — Get in touch with us here

Thanks for sharing and spreading the word!