Why Onboarding is more than a Formality - Onboarding Part 2
Why Onboarding is More Than a Formality: A Strategic Approach to Employee Retention
Many believe that the first 90 days are the most critical for a new employee, and while that is undeniably important, a new hire's first impression during orientation and onboarding can significantly shape their entire experience with your company. In fact, a recent Glean study found that 81% of employees felt overwhelmed during onboarding. This highlights the importance of having a well-organized recruitment and onboarding program.
With the right tools—such as an HRIS to automate tasks, a comprehensive onboarding plan, and dedicated HR support—your organization can create a positive, engaging experience that not only excites new hires but also increases retention.
What Does the Data Say?
The data is clear: onboarding is far more than a box to check off. It’s an integral step in setting your new employees up for long-term success. While we can acknowledge its importance, Gallop reported that only 12% of employees believe their organization has a good onboarding process! Further, according to a Glean study, 38% of younger employees (ages 18-25) often feel lost when searching for resources or guidance. Additionally, a staggering 85% of employees are disengaged at work, with many considering leaving their roles within 1-2 years if they feel unsupported.
Alternatively, employees with a positive onboarding experience are 18x more committed to their employer and those companies with an effective onboarding program experience a 33% increase in employee engagement (Bamboo HR study). Considering the high cost of low engagement and replacing employees—up to nine months of their salary—refining your onboarding experience is vital to cutting turnover and retaining talent.
Some Quick Tips to Elevate Your Onboarding Process
Improving onboarding doesn’t have to be complicated. Start by creating a standardized onboarding checklist for your HR team (whether in-house or fractional support) to follow. This ensures uniformity and consistency for every new hire. By integrating the checklist into an HRIS, you streamline processes and automate routine tasks, making the entire experience smoother for both HR and the employee. There’s nothing worse than having your new hire show up for their first day and you're not ready!
Another key step is for HR to work closely with hiring managers to develop a 90-day structured onboarding plan. Pair this with a clear first-week schedule to give new hires the direction they need to feel confident and productive right from the start.
Introducing a new hire buddy program can also be a game changer. By pairing new employees with seasoned team members, you provide them with a steady resource for questions and support. This connection helps build a sense of belonging and promotes a positive, engaging workplace culture.
Why it Matters
A seamless onboarding process does more than retain employees—it positively impacts your company’s bottom line. Engaging top talent from the beginning and equipping them with the right tools and resources leads to better performance and prevents costly turnover. Investing in a structured, supportive onboarding program doesn’t just benefit current employees; it builds a strong foundation for every future hire, ensuring long-term success for your organization.
How Move HR Can Help
Having strong HR support is key to putting the right processes and programs in place. If your organization needs extra help, Move HR is here to provide expert guidance. Whether you need assistance on a project basis or ongoing fractional support, we’re ready to jump in wherever your business needs us. Let us help you build an onboarding process that drives engagement, retention, and long-term growth.
