The process of hiring employees has never been easier, and retaining employees is even harder. Around 70% of people start looking for another job within a few months after they are hired. This could be due to numerous factors and reasons.
It is common for new employees to stress about their job and feel anxious about their responsibilities. We all have been there and know exactly how difficult it is to fit into a new environment and find your purpose. It’s a long process for employees to feel comfortable and welcomed into the organization. And in most cases, due to a lack of a proper onboarding program, it is not uncommon for employees to resign from their posts within a few weeks or months of their joining date.
We are long past the era where employee contracts meant loyalty to the organization. Though it still works for some, surely not for most. The new generation of talent demands an effective onboarding process. This leads to new employees fully integrating into the organization and work environment.
A proper and smart start onboarding program helps the company retain employees longer and engage them in the company. This means employee motivation and engagement toward company objectives. Here is how:
1. Keep them in the loop
Organizations disengage with their employees once the contract is signed. While candidates are still open to job offers, they can easily rescind the contract before the joining date.
It is essential for employers or HR departments to keep the candidates in the loop and stay connected till their joining date. This means following up on their set-up preferences, office paperwork, answers to their queries, helping find the best route to commute, and other work-related updates.
2. Have a structured plan
Organizations that don’t have a structured plan for their new employees, often leave their new employees feeling unwelcome. This could be a great deal for the new employees, as a result of which they might second guess their decision.
A structured plan for the new arrivals, such as prepping the work desk, a gift kit with their credentials, or a welcome by the team can help eliminate the stress new employees feel so that they are comfortable and confident in their decisions to join your organization.
3. Clear responsibilities and growth opportunities
Employee disengagement starts with unclear goals and responsibilities. Their lack of expectations and purpose can eventually lead to their failure in their positions.
Considering the employee qualification and experience, and their strengths, managers can map out a career path of responsibility and opportunities within their organization for the new employees. This gives employees a vision to work for and continue working with your organization.
4. Feedbacks
For employees, it’s important to understand their work matters and that ideas are heard. Both-way feedback on the projects in hand can be an effective factor to add to your onboarding process. Employees who feel involved in the process are more likely to stay longer in the organization than those who feel left out.
Conclusion
The practices mentioned above are effective ways of increasing employee retention and implementing a constructive onboarding process. As much as a practical onboarding process allows organizations to retain their top talents, it also increases productivity and engagement.
