Nearly eight in 10 large employers’ onboarding programs run under three months, and 38% of employers report that their programs are only a week or less. How does your onboarding measure up? Would you be surprised to find out experts recommend you onboard employees over a 12-month period?
Before you scoff at those numbers, consider that, according to a Gallup expert, organizations lose between one-third and two-thirds of new hires within the first year. Half of all hourly workers last only four months.
There’s obviously something amiss with most employers’ onboarding processes. Doesn’t it make sense to create a program that sees each employee through their first full business year cycle?
“An extended onboarding period is paramount to a new employee’s success,” says The HT Group Founder and CEO Mark Turpin. “It’s a time for the new employee to get to know the company, the culture and the core values so that they will be better equipped to carry the mission forward. If done right, you will reduce turnover and increase motivation.”
For ideas on how to do that, consider these resources:
- More insights from SHRM, which reported the information above. Read more about onboarding software firm SilkRoad’s study, which also found the biggest onboarding challenges employers have are providing a positive new-hire experience (67 percent), new-hire engagement (61 percent), personalizing the experience (45 percent), and holding hiring managers accountable (41 percent).
- A helpful infographic from BambooHR what employees really want during those first few months of employment. According to their findings, most employees leave their jobs quickly because of three main reasons: the boss was a jerk, they changed their mind on what they want to do, and they felt duped (the job was different than what it seemed to be during the interview process).
With the research above, countless other reports we’ve read, and in our professional experience, management at the heart of why employee onboarding works or doesn’t work. Both employers and employees overwhelming believe it’s the hiring manager’s job to set clear expectations, ensure a smooth experience, and even create a friendly, welcoming atmosphere in which the new hire feels at home.
Simply updating the employee handbook won’t get you there.
Sometimes it takes a realignment of KPIs, reporting structures, training materials and more. Yes, building a longer and more engaged onboarding program can help, too. Take a look at The HT Group’s management consulting services that can help rebuild those areas for management—and onboarding—success.