With a national voluntary turnover rate of approximately 20 percent a year and as many as half of American workers dissatisfied in their jobs, employee engagement is a growing problem for businesses. From a drop in productivity and decreased morale to the direct costs of replacing an employee who quits—which can run over $11,000, depending on the job—improving the employee experience is critical to the success of an organization.
To increase retention and reduce turnover, one of the best approaches is to hire the right people. That means being realistic about job responsibilities in the first interview, defining expectations clearly, and ensuring a good fit between the job and the candidate’s skills, knowledge, experience, and interests.
Once you bring on an employee, it’s important to get them off to a good start at the company with a successful onboarding process. How a new worker perceives his or her first few months on the job can make a big difference.
Moreover, effective employee orientation is directly linked to higher levels of productivity, quality performance, and job satisfaction. Plus, when employees receive the training they need to perform well, they’re more likely to be satisfied in their jobs.
Steps for Successful Employee Onboarding
To successfully transition new employees into your organization, there are several steps you can take to achieve lasting benefits:
- Begin Before the Start Date. Even before a new employee starts, you have the chance to make a good impression. Send a welcome message to the worker and offer to answer any questions they may have. Be sure the new employee’s computer is set up and ready to go on day one. And let him or her know about the dress code, tips for parking, or other useful information that will make their first day as stress-free as possible.
- Make the First Day Leave a Lasting Impression. When an employee arrives, point out key areas like the kitchen, break areas, and bathrooms, and give him or her a tour of their workspace, providing any usernames and passwords they’ll need to get started. It’s also useful to give a company orientation, including information about products, services, and organizational structure. And make sure all necessary new hire paperwork is completed.
- Train for Success. During the employee onboarding process, the new hire should have an opportunity to build a relationship with his or her manager so they can understand each other’s communication styles and ensure expectations and performance standards are clear. You should also give the new hire time to get to know the team, so consider pairing him or her with a top performer for training.
Avoid the high costs of disengagement and turnover by setting the groundwork for a lasting relationship. For more information, download our employee onboarding tools by clicking below.