Why is this important?
The Bureau of Labor Statistics announced in a release on September 22, 2016, as of January 2016, the median number of years a person has been with his/her current employer is 4.2 years, which is down from 4.6 years reported for January 2014. The median tenure is even worse for those within the age range of 24-34 being at 2.8 years in January. Given these trends and where they’ll continue to go, it’s even more important today than ever for organizations to have structured or at least semi-structured and efficient onboarding processes. These processes can lead to getting employees acclimated and performing up to 2 months faster (Society for Human Resources Management 2010).
Simple Ways for Getting Your New Employee up to Speed Quickly and Efficiently
Preparing before the new hire starts. Let’s start with a few simple tips we can implement to provide an immediate impact:
- Document processes – Understand the length of time it takes to get a new computer, phone, and/or email set up; access to computer systems requests, etc.
- Create a play book – All employees can take a role in this; depending on the department and projects, it’s always a great idea to document knowledge employees have learned along the way to make their jobs easier and pass that on new employees.
- Create a performance expectations plan – Writing down the expectations you have for the new hire to accomplish, clearly and concisely; detailing when to follow up, ensuring the new hire is on track. 90-days is a good length of time to start with, depending on the complexity of the job.
First day impressions matter. Here are a few tips to ensure your new employee feels welcomed confirming he or she made the right decision to join your company:
- Set aside time in the morning to meet with the manager or someone from the team to show the person around the office and help him/her get set up on the computer or with particular IT programs he/she may be using (if applicable).
- Have a team lunch to have the new hire get to know the team and vice versa in an informal setting.
- Set aside time during the day for the manager to go over the performance expectations plan and set up dates for follow up.
- Set up a mentor-mentee relationship between a senior member of the team or the company and the new employee. This way the new employee will have access to someone he/she can go to with questions/to seek advice if the manager is unavailable.
In the end, having an onboarding program will lead to improved job satisfaction, higher performance levels, lower stress, lower turnover (Society for Human Resources Management 2010) for employees, and ultimately lower turnover costs for employers.
Bureau of Labor Statistics. (2016). Employee tenure summary. Retrieved from http://www.bls.gov/news.release/tenure.nr0.htm
Bauer, Tayla N. Ph.D (2010). Onboarding new employees: Maximizing success. Retrieved from https://www.shrm.org/about/foundation/products/documents/onboarding%20epg-%20final.pdf
Andriotis, N. (2016). All aboard the eLearning train: Onboarding with eFrontPro. Retrieved from https://www.efrontlearning.com/blog/2016/07/onboarding-with-efrontpro.html