Last time we discussed the three distinct new hire experience events in most organizations: orientation, onboarding, and training. We challenged you to re-think the triad through the lens of integration. In this post, we’re discussing where to start and how to make it happen.
The Big 6 Onboarding Audit Questions:
90% of a solution is defining the problem. By clearly defining the problem to solve, the more targeted your solution can be. By asking yourself these 6 questions you’ll be able to understand the big picture behind your onboarding process and discover the precise problems you need to address.
- How do you currently define onboarding?
- What’s the goal of the program?
- How did you determine the length of the onboarding program?
- How did you develop your onboarding content?
- How do you measure the success of your onboarding program?
- How do you define success?
Taking it Deeper
These questions are generally not easy to answer. We know. We’ve posed them to many companies. Perhaps your entire onboarding strategy currently consists of ‘get them on the payroll, in the benefits program and signed up for training.’ These are all good, vital parts of the new hire experience, but it lacks the depth of impact that a successful onboarding process should have. By all means, check these items off your list during onboarding, but don’t forget that you can directly impact new hire turnover rates by creating an incredible experience.
Understanding the Micro Influence
On the micro level, an incredible onboarding experience could be the difference between a new hire sticking around or calling it quits. On the macro level, you’re making each employee feel supported, and that their success matters to you. They see it as the corporation looking beyond the ‘bottom line’ to take care of the people that help them achieve the organization’s goals. That feeling of support, sense of purpose and understanding of the part they play in the organization’s success is the difference between a new hire and valued employee.
Nurture your new hires, beyond the initial welcome and make them feel supported. A period of integration, approached with a spirit of collaboration, can make a huge micro and a macro impact.
Each of the questions posed above is crucial to understanding the actions needed to push your onboarding strategy forward. With these answers in hand, you can re-focus your attention on the right areas. For many that means gathering information via focus groups. Get the opinion of new hires to find out where the process has room for improvement. Then look at the first-year turnover rates as a metric to follow. Perform exit interviews to determine where your process failed those hires. Finally set up an integration program that allows the new hire conversation to continue through the first 6 to 9 months with tools like Up2Speed that maximize your current communication technology and tailor the message to the specific person it’s being sent to.
This may seem like a lot to take on, because it is. But that’s where we offer our assistance. Contact our experts, they’ll help you through the process and do as much of the heavy lifting for you as you’d like.