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Employee onboarding
Onboarding is just as important as recruitment, as the first few months shape new employees’ impressions and motivation.
A well-structured onboarding program can significantly reduce this turnover and improve the bottom line by ensuring employees stay with the company longer.
The key to long-term employee retention
In the coming years, onboarding should be given the same high status as recruitment.
This is because the onboarding period is in many ways the most important time in the new employee’s employment.
It shapes the employee’s impression of the company, formulates tasks and responsibilities, creates cultural awareness and ensures motivation.
Unfortunately, employee onboarding is still a somewhat immature discipline and therefore most companies still take it lightly.
This is reflected in the statistics.
A quarter of all new hires leave their position within the first year. 22% of them do it before they reach 45 working days. For first-time job seekers who get a job, 46% have moved on within 18 months.
Scary numbers that every company should be interested in changing – for the benefit of a better bottom line.
A well-structured onboarding program can overcome these discouraging numbers.
Within the first six months, 9 out of 10 decide whether or not they want to stay with the company long-term.
And 69% of them are more likely to stay for more than 3 years if they experience a well-run onboarding program.
Onboarding e-book: Good introduction for new employees
Onboarding is in many ways the most important area to focus on when new employees join your organization.
This is because the onboarding period shapes employees’ impressions of you and your workplace culture.
It’s when employees are given tasks and responsibilities and have to establish the right relationships.
All of this helps to ensure motivation – both in the short and long term.
What is new employee onboarding?
Employee onboarding is a transition.
That is, a transition.
The new employee goes from one state to another.
Job, role, company, culture and colleagues all need to be digested, and that requires support.
Good onboarding is about managing the process that the new employee goes through – from the contract is underlined to the first day of work and through the first period in the company.
It’s about a bigger process.
About managing the way the employee experiences the organization’s culture.
Creating the right relationships.
Setting exactly the right demands for effort, responsibility and results that make the employee deliver at their highest level.
And to ensure the mundane things like flowers or chocolates on the desk, a chair to sit on, a phone, computer, passwords and colleagues to talk to.
On a slightly more abstract level, good onboarding is about managing the emotions we create in new employees when they meet us, the job and the culture.
The goal is to make the employee feel like “one of us”.
As a key player who is well-liked and contributes to the team effort.
If the onboarding period results in those feelings, it increases employee engagement, shortens time-to-performance, reduces stress and increases retention.
The benefits of investing in onboarding can quickly outweigh the cost of losing an employee or having disengaged employees.
Contact us to learn more about onboarding
Rasmus Hall Mortensen
Managing Director
If you have any questions or would like more information about Garuda, our profile tools or anything else, you are of course always welcome to contact us.
Garuda helps with your onboarding
At Garuda, we can assist with your onboarding in 3 ways.
The first is to use one of our profile tools – the Basic Profile, Focus Profile, Competence Profile or Garuda Logic.
They provide in-depth knowledge about the candidates you invite to interview.
What are their strengths and limitations?
How do they communicate?
How do you motivate them?
And how do they prefer to work?
These are just some of the questions you can get answers to.
Answers that you can build your onboarding program around.
The second way we can help is if you use our onboarding module in CompetenceProfile.
Based on the candidate’s personal profile, the onboarding module generates a number of concrete tips on what both the candidate and her immediate managers should be aware of when onboarding her.
In the third way, we build on the first two.
We do this by connecting one of our consultants to your work.
Our consultants can then assist throughout the entire process from recruitment to onboarding to development or retention – or just in the onboarding process itself, if you need it tailored to your needs
