On boarding new employees isn’t just a way to make them feel welcome and a part of the team. Although this is important, on-boarding can also save businesses a lot of time and money through recruitment and training.
On-boarding Facts and Figures
According to research by Corning Glass Works, the American multinational technology company, employees who go through a structured orientation program are 69% more likely to stay within the business for three years. And, as hiring new employees is a costly process, retaining new recruits is a priority for many companies.
The average cost to on-board an employee is around £3,000 per person, according to data from Deloitte. However, done right this could be an investment that makes a successful business long term.
Where to Start
The process of on-boarding is one that begins way before an employee’s first day. Paperwork, usernames and IT setups – working e-mail addresses and phone nos. all need preparing in advance. This way new team members can begin their role immediately, ensuring they instantly feel valuable. What’s more, it makes a great first impression of the business.
A Warm Welcome
Another excellent way to prepare for a new employee’s arrival is to set them up with a welcome desk. Not only does this ensure they have the equipment they need to do their job, it allows them to feel part of the team straight away.
At Officio, any new member of the team is welcomed with a desk plant, a canvas lunch bag and a branded mug as well as the company handbook, a branded notebook and their own business cards.
Not only does this help to make employees feel right at home, let’s face it, nothing screams new guy more than an empty desk, but instant familiarity with the company brand helps to drive home the business’ values.
Proper training and information is another important aspect of on-boarding. Immediately making new employees aware of company values, goals and best practise methods will instantly bring them up to date with the rest of the team – this way everyone is working towards the same end goal with the same mentality.
A little bit of bragging at this point is also healthy. Getting new employees enthused about their role and the business they now work for will reflect in their performance.
Show employees not only how you do things but why and what the business has achieved through doing it. Separating the company from the competition and instilling pride within your new employee is all part of retaining great people.
Once a new employee knows what success looks like within the business, it may be a good idea to make it unmistakably clear how they can be successful within their role specifically:
Your job role:
What success looks like:
Setting definitions like these down on paper ensures new employees are completely certain of their role from day one. Having it in writing will also give them a reference point following their first few months in the job. This will hopefully eliminate a sense of worry through the probationary period and enable employees to track their own progress.
Involving the Team
Of course, a huge part of any job role includes working with colleagues. Establishing a good connection with the team is another really important part of the on-boarding process.
New employees should receive a proper introduction to the team and a tour of the workspace. Knowing everyone’s role within the business is important. Not only will it show new employees who to talk to if they need guidance or advice but it will also help them to do their job more efficiently.
As we all know, an employee’s first few days on the job can be quite daunting, especially when it comes to interacting with an already well associated team. To break down any barriers and allow everyone to work together more easily, consider organising an out of work activity.
Something involving food or drinks is usually a great way to bring the team together, particularly when there are a few new faces around the workspace. This will build good relationships and enable everyone to enjoy working together.
In fact, finding a mentor in the workspace is more beneficial to business than it may appear. The Aberdeen Group report found that high-performing organisations are nearly two-and-a-half times more likely than lower-performing employers to assign a mentor or coach during the on-boarding process.
What’s more, in a study by BambooHR 56% of respondents reported that having a buddy or mentor at work was very important when getting started.
It Doesn’t End There
However, on-boarding goes beyond this initial month or few weeks at work. Talking to SHRM Ben Peterson, CEO of BambooHR says, “Unfortunately, only 15% of companies continue on-boarding after six months,” he said. Remember, nearly 90 percent of employees decide whether to stay or go within that first six months. “You have a huge impact on that choice. Sometimes you just have to show that you sincerely care.“
All in all, caring for your employees goes a long way. On boarding new members of the team is not especially time consuming or costly when weighed against the benefits. On boarding new employees the right way could both save your business money and build success. It’s a no brainer.