What’s onboarding like at your organization?
We know how important onboarding is. We know what it should look like.
But the reality is often disappointing. Are you missing out on the benefits of a robust, engaging onboarding program? And what can you do to change this?
Do any of these missed opportunities seem familiar?
- “Our onboarding program is underutilized” - more than two in three organizations agree
- “Our onboarding is not effective in retaining new hires” - this statement applies to more than 50% of organizations
- “Onboarding stops after week one” - this is true for most organizations
Organizations continue to struggle with onboarding for a variety of reasons
- Inconsistencies. With varying locations and roles, HR professionals say setting up a standard and consistent framework can be challenging.
- Priorities. Organizations often place too much emphasis on new hire paperwork, neglecting strategic activities for long-term success.
- Time. Most organizations also fail to devote enough time and resources to onboarding, with more than a third of organizations say onboarding lasts from just a few hours to only one week.
- Ownership. Who is accountable for the success (or failure) of onboarding? Who really “owns” onboarding within your organization? If it feels like a really bad game of pass-the-parcel, it’s time to step up and get everyone working together to change.
Here’s a quick and easy way to self-diagnose your onboarding.
Answer these three questions:
- What’s your employee survey data saying about new hire engagement within their first 12 months (and generally)?
- What’s your data saying about employee turnover within their first six months?
- What’s your employer net promoter score (eNPS)?
If your answers leave you feeling deflated, that’s okay. We’ve got a framework that will help you quickly transform your onboarding – for the better.