A good onboarding should maximise high performance and minimise regrettable turnover early in the journey.
<aside> 💡 A note on the importance of Onboarding…
👉 A Brandon Hall study discovered that strong onboarding process improved new hire retention by 82%, with new hire productivity improved by 70%
👉 69% of employees stay 3 years or more if onboarding is great. 24% leave within 6 months if it’s bad.
👉 Only 12% of employees strongly agree their organization does a great job of onboarding new employees. Those lucky employees who had an outstanding onboarding experience are 2.6 times more likely to be extremely satisfied with the organization. Gallup
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Too often when you’re onboarding into a team you’re just having information thrown at you, rather than truly understanding where you fit into the team.
4 C’s of onboarding:
People need a fully company-wide view of the company, not just a view of their team or department. It’s important people feel like they really understand.
Do we start with allowing more time for reading or more time for meetings?
Should it be flexible and adaptable?
How can we build an anticipatory welcome.
Not having an elevated “role” for the buddy/ Silly questions, sharing openly, lots of trust. Maybe buddy reaches out before they start? Maybe they have a relationship from even pre-boarding.
Someone who is genuinely a peer - this isn’t a manager or someone more senior to them.
Make sure you’re considerate of how you match people together. It’s important to build spaces where there are affinity groups, but not where you are purposely matching two mothers together just becuase they are mothers.