When it comes to retaining hard-to-find employees, savvy employers understand the importance of an in-depth and robust onboarding program. The Bureau of Labor Statistics reported that 4.4 million Americans quit their jobs in February, continuing an alarming trend in the employment world. With lists of open positions growing, the need to keep talent comes into greater focus daily.
A February survey by a Virginia-based consulting firm, taken from over 700 employees who had started a job in the past 18 months, found that the majority of new hires do not feel adequately prepared by their organization’s onboarding process to assume productive roles in their new jobs. The areas of focus for these employees were understanding culture, technology, and benefits.
More specifically, approximately 75% of the respondents say they wanted more information on mental and physical health resources, more opportunities to make personal connections with team members, and more guidance on how to be successful in the corporate culture. Nearly 85% wanted to know more about how performance is measured.
These results could hold the key for employers to unlock the door to successfully retain their new workforce members.
The primary step to reaching this elusive goal is to consider separating the orientation process from employee onboarding. Orientation should be used as a one-time event to provide the most basic information an employee needs at the very inception of their employment. It should cover necessary procedural tasks like paperwork and an introduction to online systems and inform employees where to park and how to find the restroom.
Onboarding needs to have an employee-centric approach. Schedule events that promote team harmony through activities that demonstrate the organizational culture and values, like a department lunch or a bowling outing after work. Some of these may need to be done virtually, but others can be done in person.
Have an employee value proposition that highlights how employees contribute to organizational objectives. Additionally, help build careers, provide development opportunities, and maintain a focus on employees’ mental and physical well-being.
Lastly, create an environment where management and other key stakeholders can contribute to, and have a sense of ownership over, the process and share in the successful integration of new workers. It is said that “it takes a village to raise a child.” The same philosophy can go a long way toward having an engaged and productive workforce that will make a positive difference for you.
Employers Council is available to help through online resources, consulting, and training. Contact the Member Experience team by email or call 800-884-1328.
#EmployeeOrientation#WorkplaceCulture#EmployeeRetention