3 Secrets To A Turnover-Proof Onboarding Strategy

According to a 2017 study by the Society for Human Resource Management, the average cost of hiring a new employee is $4,425 and the average time it takes to fill a position is 42 days. Creating a reliable onboarding program is a sound investment in retaining new employees and helping them reach their full potential. If you want to reduce turnover and save money, time, and hassle, follow these three reliable strategies.

turnover proof onboarding

1. Start On A Positive Note

New employees are eager to get started, and if their first day on the job is met with little acknowledgement, it can be disappointing. It’s not necessary to throw a party or give them a gift basket, but it is important your new hire feels welcome. Greet her with a handshake, and let her know you’re looking forward to working with her. Introduce her to the major players who will make an impact on her day-to-day experience, and let her in on some of the particular office practices and politics so she won’t be caught be surprise. Making sure a new employee’s first day is a memorable and interesting one can go a long way in helping her develop a sense of investment and loyalty.

2. Create A “Challenge Balance”

If you plan for your new employee to hit the ground running, you may be expecting too much. You need to plan around the time it takes for your new hire to get oriented. But don’t leave him shuffling papers and wondering what to do with his day. Your new employee should feel challenged—not overwhelmed. Engage your hire with hands-on training—not with busywork or tasks he’s unprepared to handle—that will give him the tools he needs to succeed in his new position. Keep in mind: training should include guidance on how to do his particular job as well as a general orientation. Does he understand how to sign in to the employee portal? Does he know when his projects will be due? He should have a good handle on both by the time his onboarding experience is concluded. 

3. Set Specific Goals

Working with a new employee to set specific goals provides structure and puts your new hire in a long-term mindset. Both short- and long-term objectives are important, but the long-term ones will help your newbie envision her future with your company. Think of it this way: If the two of you set a goal for the employee to advance to a management position within three years, she will start considering what she needs to do to get there. If she plans to advance rapidly through the ranks, leaving will be counterproductive. If your new hire has a clear vision of her future, sees that it aligns with company’s objectives, and has confidence you’re invested in her growth, she won’t feel compelled to look elsewhere for advancement opportunities. Ask your new employee about her plans for her career, and work together to set targets that will meet the desires of the employee and the needs of the company. Like the rest of our tips, this really helps both of you. Promoting from within enhances company culture, and employees who see a bright future with a company are far more invested in working hard to get there.

High turnover is costly and disruptive to business, and avoiding it should be motivating enough to create a stellar onboarding plan. But beyond the bottom line, keeping employees motivated and happy reflects well on your company culture and your own leadership and management skills.

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