Do you remember the day you first started your job? It was probably a whirlwind of activity: signing forms, meeting colleagues, taking a tour of the building, completing orientation – and, of course, figuring out the coffee maker. You probably also remember clearly how you felt that first day – how your boss treated you, whether your team members were friendly and whether you could find all the information you needed.Read More
Your inbox is probably filled to the brim with advice on onboarding. There are two reasons why this topic is hot right now: record employment levels and some pretty alarming facts about first-year voluntary turnover rates—particularly among millennials.
While there’s plenty of research on turnover rates, which can run as high as 50 percent in the first year, you’ll find a surprising lack of research to support specific onboarding program ideas. To do a better job of retaining new employees, we need to develop a better understanding of what they really want from employers.
When a new employee starts their first day chances are they go through some type of orientation. The employee is bombarded with paperwork, documents about benefits and given a tour of the building and where the bathrooms are located. After a few days that employee is on their own and probably wondering if they made the right decision.
Companies may think that type of orientation program will set their new employee up for success. Unfortunately, they couldn’t be further from the truth. A deeper bond needs to be made with the employee and employer before the first day. Filling out paperwork and learning about your benefits is necessary; however, it should play a back seat to engagement, which can mean the difference between a long-term employee and one who leaves.