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6 Ways to Achieve Long Term Success Through On-Boarding

6 Ways to Achieve Long Term Success Through On-Boarding

Hiring a new member of staff is far more than a process of forging new business partnerships; it’s a 1 million decision that should not be onboardingtaken lightly. It’s a long term investment for your business and should be treated as such, in order to maximize on employee productivity and return on investment.

So how do you ensure that you are able to achieve long term success from such a crucial investment? The answer sounds simple, but is a little more complicated than we think - Once hired, the next step is to ensure your new hire is successfully transitioned into their new role and into a highly productive and valued employee.

In the talent management world we refer to this as ‘on boarding.’ This should be a simple process right? The truth is that this transformative process is a lot more complicated and a lot more crucial than it sounds.

Statistics have shown that a staggering 30–50% of all new hires leave the business within the first two years of joining; combine that with the increasing improvements within the current job market and it is clear that people are no longer bound by the constraints of feeling they have to stay in their current role – they are recognizing they now have more options for movement. A rise in such short employee retention is making the on-boarding process more crucial than ever.

We all know that it is the first impression that counts and as such, it is both your responsibility as a manager and the business’s duty, to ensure that every new hire is made to feel valued and most importantly, prepared for what is expected of them.

With this in mind, we have selected for you the 6 top tips for successful on-boarding to help fast-track employee performance and improve retention levels within your business:

1). Include existing employees in the recruiting process

It sounds cliché, but in some instances existing employees can feel slightly territorial when faced with a new hire; some may view outsiders as being a potential threat to their role and as a result new hires risk feeling unwelcomed by their new team and disengaged with the business as a whole.  To prevent this, involve the existing employees in the recruiting process. This will help improve their engagement and in turn employee retention as you are showing them that as management, you value their expertise and opinions. It will also assist the team bonding element of the process and allow new hires to become better acquainted with their colleagues.

2). Set achievable objectives

In order for a new hire to be successful it is important that you outline with them what is expected of them within their role. But be careful not to throw them into the deep end! Although we understand the company is making a big investment in this employee, it is unrealistic to expect your new staff to deliver results right away. The best approach is to allow your new hire to watch, listen and learn. From here you can together, agree realistic objectives that will allow your employee to succeed without being put under unnecessary pressure. Learning from existing employees will build better relationships and increase retention rates.

3). Build a 30/60/90 day on-boarding plan

As a Manager it is important for you to get the best out of your employee; by working with them on their personal 30/60/90 day onboarding plan, you will be supporting them in easing through the transition process. This on-boarding plan will provide your new hire with a tangible, measureable plan of what is expected of them, where they are headed and where they aim to be. It provides you with a way to clearly measure their success, progress and achievements. By supporting your employee in planning their personal development in the first 30/60/90 days of their new role, you will be taking full advantage of their potential by fast tracking their success

4). Constructive feedback should be two way

To do well in our jobs we welcome honest feedback and apply this to develop our performance. However, in some instances uninvited feedback to new hires can be interpreted as criticism of one’s performance rather than supportive and risks damaging confidence. To avoid this we suggest you opt for the two way feedback approach. Ask your employee for their permission to discuss performance and offer feedback; in turn, ask them for their honest feedback on you and how they feel you are doing. This two way approach will let new employees see that their opinions are valued whilst developing their success in their new role.

5) Practice what you preach

It is important that new starters see the values and traits of the company being exhibited by its leaders from the get go. As a manager you must walk the walk to set an example for new recruits. By demonstrating the company’s high standards day to day, new employees will be inspired to display the same behavior.

6). Develop your own skills

When we think of on-boarding we tend to just focus on the employee in question; you must remember that it is just as important for you to invest in developing your own skills, in order to get the best out of your team. On-boarding is not a simple process for any business, outsourcing the help of a leadership or on-boarding coach can helpful in teaching management on-boarding strategies to achieve long term results and higher employee retention levels.

By effectively on-boarding your new hires, you are helping your employees to fully understand their roles within the company and the business itself. You are providing them with the opportunity to make an impact, significantly increasing their confidence and productivity and decreasing the risk of loss - allowing your organization to achieve its long-term goals.

 

About Hannah Roberts

Hannah Roberts is a Marketing Communications Specialist at Connor Outplacement. We specialize in providing flexible HR Services and bespoke outplacement programs.