5 Fascinating Facts for New Employee Onboarding
Hiring a new person is a big investment in both energy, time, and money, it is, therefore, important to create the best conditions for both you as an employer and your new employee. If you work remotely, this process becomes even more important. Although this phase is so important, it is only a very small part of all organizations that actually succeed in establishing a good onboarding, but those that do have a fantastic competitive advantage.
Gallup found that only 12% of employees agree that their employer does a good job onboarding new employees. Several say that they experienced it as messy with a lack of direction, structure, and guidance. With this knowledge, there is an incredible amount of room and opportunity for competitive advantage for those organizations that, at the earliest possible stage, focus on creating a good onboarding.
In a recent survey conducted by the Brandon Hall Group, it was found that a whopping 82% more employees would choose to stay longer with their employer if they had received a positive and structured onboarding experience.
The first months at a new workplace are often overwhelming and a lot of energy is spent taking in new information and learning new processes. This often results in not being able to see the new employee's full potential until at least 6 months into the employment. However, by creating a structured environment where you have a well-planned onboarding and guidance available in the workflow, you can increase the productivity of the new employee by up to 70%.
Only 26% of new hires recall being asked for feedback during the hiring process before the start date. But when employers ask for feedback, 91% of new hires have a completely different commitment to the company from the start. New employees who were asked to provide feedback before their start date also had a 79% increase in willingness to refer others to the company.
58% of the surveyed organizations say that their onboarding process is mostly focused on administrative parts, agreements, and handing out papers. Additionally, a third said their onboarding program was inconsistent and reactive. The best onboarding programs are structured and strategic, rather than administrative, focusing on people, engagement, and guidance, not paperwork.
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