One of the most expensive human resources costs is having to rehire for a position. Thankfully, improving the onboarding process is one of the most reliable solutions to reducing employee turnover. By considering employee retention during onboarding creation and implementation, you can significantly reduce your human resources costs.
How are Onboarding & Retention Connected?
Every good manager knows that their employees are extremely valuable, the greatest assets of a company. Therefore, it makes sense that companies need to invest in their employees. Onboarding is one of the best ways to invest in employees because it will set them up for success at your company from the very start.
Here are just a few benefits of effective retention-focused onboarding:
- Greater employee retention (obviously)
- Improved job performance
- Better employee engagement
- Cohesive company culture
- Stronger employer/company brand
Successful Onboarding Best Practices
To create and implement a successful, retention-focused onboarding program, consider these best practices.
Provide Access to Resources
An employer should always assume that the more resources available to new hires, the better. Access to resources is a great way for new hires to study on their own and learn the ways of the company without constantly having to email questions. Providing resources not only empowers the new hires but can also save time for management.
Encourage Open Communication
Of course, one of the most important elements of retention-focused onboarding is open communication between employers and new hires. That means more than just a “Let me know if you have any questions” note at the end of an email. As you’ll read below, providing a timeline of check-ins and a mentor are two ways to encourage new hires to ask questions along the way.
Include Company Culture
Company culture has only increased in importance over the years. Some companies assume that company culture is embedded and not something that has to be discussed. However, while it does have embedded elements, it’s also important for companies to include some discussion and demonstration of it during the onboarding process. This can include a small presentation or videos, in addition to team gatherings, so a new hire understands the characteristics of your culture and how instrumental it will be to their success at the company.
PRO NOTE: It’s worth mentioning that employers need to be sure to hire candidates who will mesh smoothly and add to their established company culture. When companies try to ignore a cultural difference, they will usually end up having to rehire for that position in a matter of time.
Create a Structure for the Program
Adults are not all that different from children in some ways; one of those ways is thriving with certain amounts of structure. An onboarding process can quickly become ignored, rushed through, or forgotten about when a new hire is eager to get started. Providing structure with a timeline and scheduled check-ins can help new hires stay on track and complete their materials in a reasonable timeframe.
Pair New Hires with a Mentor or Buddy
One of the best ways to encourage employee retention and ensure that new hires feel ready to be successful in their new role is to match them with a mentor or buddy who can support them and guide them.
The mentor can help a new hire navigate the processes and systems relevant to their role and can assist with job-specific training if necessary. The mentor should be ready and willing to answer questions, introduce the new hire to coworkers, and genuinely support them to encourage longevity. This can also take some of the burden off of human resource professionals and upper management for job-specific questions.
Find Employees You’ll Want to Keep for the Long Term
If you need help finding employees who are good enough to stay with you for the long haul, you can easily request top talent here or contact Expert Staffing.
