“Pay attention to your culture and your hires from the very beginning.”
– Reid Hoffman
Co-founder and Executive Chairman of LinkedIn

A study from BCG has revealed that successful onboarding of new employees largely impacts organization profitability in the long haul. And an effective onboarding experience covers the entire gamut of metrics with the employees feeling deeply connected with your organization and its core values. Essentially, for any organization, to transcend the routine transactional processes and create a seamless onboarding culture is the call of the hour.

XDuce has handpicked some of the most crucial metrics and best practices that help eliminate premature attrition and disengagement risks.

 

1. Streamline paperwork

Seamless and transparent documentation processes help the new hire get through the onboarding painlessly. We recommend using cutting-edge onboarding software to accelerate smooth communication – financial, administrative, and others.

 

2. Cover all touchpoints of communication in the organization

A warm welcome for new employees is key to a positive acclimatizing experience in terms of both interaction and support. The idea is to introduce the social media and fun elements by nurturing an open culture through open conversations as an ice breaker. Devise innovative methods to inspire collaboration by marking a day as ‘Onboarding day’ – this ensures stakeholders across the board to talk, exchange insights, and resolve organizational concerns.

 

3. Empower managers to track the right post-hiring support and resources

Clear communication of training schedules, expectations, and resources for support in the initial weeks is vital to continued professional development. Tracking employee satisfaction with interviews and one-on-one is known to be a mantra for lowering costs and boosting employee morale and productivity. Healthy connections with co-workers and team activities to promote camaraderie are direct indicators of employee satisfaction.

 

4. Measure turnovers- both voluntary and involuntary

The insight that can be obtained by managing employee turnover is valuable for an onboarding improvement strategy. While involuntary turnover indicates problems in recruitment such as the inability to filter well-qualified candidates, voluntary turnover is suggestive of onboarding issues such as inadequate training, or the delta in the organizational and employee expectations. Mitigate large employee turnover during onboarding by assigning buddies or mentors and ensure that new resources are well-integrated with the team – a comprehensive feedback mechanism helps employees define goals and expectations. A fine balance between a high turnover rate and a high retention rate is a key indicator of onboarding effectiveness.

 

5. Track employee satisfaction

Frequent surveys track employees in terms of workplace satisfaction and expectations and are sure-fire methods for aligning with long-term employee satisfaction. Follow through with meaningful steps by continually engaging with new resources and incorporating education into onboarding practices to help your organization stay on the ball.

They say that “What gets measured gets managed”. What with the world’s big players now focusing on delivering stellar onboarding experiences, it is imperative for every organization to treat onboarding as a symbiotic relationship, engage early in the onboarding lifecycle and use tangible metrics to keep your onboarding strategy on point!

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