Whether you have one or 1000 employees, setting up a great induction for a new team member can be a deal breaker in the war on talent and engagement. There are other important business reasons to give this priority, even more so as we look to the future of work. One recent large survey indicates that employees are 60 per cent more likely to stay beyond three years with a company if they feel they have had a successful onboarding.
I’m still amazed at how many organisations I work with fail to have a well-oiled process for ensuring new staff are prepared for their roles and equally importantly, view their organisation positively from the get-go.
Who should own onboarding?
Everyone from the CEO to the car park attendant actually! The more people that are involved, the more connected a new employee will feel. Additionally, sharing the large information load required makes sense from a time and resources point of view.
The aim is for the new employee to feel positive, enthusiastic and engaged as they enter their day to day work. It’s natural to feel a little overwhelmed in the beginning but the new team member should feel supported and comfortably challenged.
Here are a few tips for optimising the starting experience:
Remember, when it comes to an employee’s first days at a new workplace, perception is reality. First impressions really do count.
Lexie Wilkins, Culture and Employee-Engagement Expert and Director, Lexie Wilkins Consulting