All Onboard

All Onboard! 3 Signs Onboarding Needs to Be Fixed

New employees decide within the first 30 days whether they feel welcome in the organization. Additionally, 1 in 25 people leave a new job just because of a poor (or no) onboarding program.

(SHRM Statistics courtesy of Clickboarding.com)

If new employee turnover is adding stress to your organization, one way to curb that is to develop a push-button system to onboard your new hires.

Contrary to what you might think, onboarding doesn’t have to…

  • Trigger symptoms of extreme fatigue.
  • Instigate death by PowerPoint.
  • Involve doing trust falls or sitting in a circle saying something about yourself.

If you’re in need of innovative, fun, and developmental onboarding and orientation procedures, then you’ve found a friend in me. Feel free to contact us to find our more about how we can help.

If you’re in the stage of uncertainty as to onboarding being a problem or not, check out the following three distress signals. Have you seen any of these popping up?

Sign #1 – Employees leave within one year of being hired.

Retention an issue? Well, it’s not just detrimental to workplace morale if new hires keep leaving – it’s also really bad for your bottom line. If you think paying your new hires feels like an expense rather than an investment – that’s your first big mistake. The amount of money spent losing an employee can be equal to or in excess of the amount you were going to pay that new hire in the first place. For a look at some thrilling (or sickening) mathematic gymnastics, check out “Placing Dollar Costs on Turnover” by the SHRM (Social for Human Resource Management.)

Sign #2 – New hires have a ton of unanswered questions about a ton of things.

So, this part is actually your fault for not formally training your own people to do stuff. Just because you learned how to do your job by “osmosis,” doesn’t mean it’s an effective way for someone else to learn. For more training myths like this one, check out our article on the topic, “Time to Revise These 3 Training Lies [Fact vs Fiction].”

Here’s an example to show you what I mean. Let’s say you’re feeling frisky – so you take a stroll on over to your local car dealership to test drive that hot sports car you see every day you drive home from work. You walk on in and, despite asking to do a test drive, all the people who work there are busy doing other things. According to “osmosis,” you should watch to see how other people there test drive cars. You watch someone just take a key from the key locker so you figure – oh, I guess that’s how it’s done here. THIS IS HOW MISTAKES HAPPEN. “Oh – there’s the key locker, I’ll just go take a key and test drive this car myself.” OOPS – you’ve just accidentally, albeit innocently and temporarily, stolen a sports car.

Sign #3 – Employees don’t complete all the duties required of them.

If you don’t communicate during onboarding all of the duties, tasks, and obligations required of someone’s role in the organization, how on Earth can you expect them to follow through? What might reveal itself as ennuie or a lack of engagement might actually be a lack of understanding between the employee and his or her job role. Job descriptions can feel like a pain to write, but when you skip out on it, things really hit the fan. Learn more in our article, “Are Your Job Descriptions Working Hard Enough?”

 


Want to learn more about how to onboard new hires more effectively?

We’re here to help. Call us today at 773.789.8735 or contact us for more information.

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