The first day of work can be daunting. With a barrage of new names and minutiae such as company procedures and policies to remember, starting at a new work place can be an absolute whirlwind.
Traditionally, the process of onboarding involved a fair amount of paperwork and familiarising new employees with the overall goals of a company and it’s operational documents. However, there has been a growing importance placed on creating a deeper engagement with new hires to aid in long-term retention. After all, research has shown a direct correlation between employees’ satisfaction and profit. And let’s not forget how much the hiring process really costs.
One in three newly hired employees leave voluntarily or involuntarily terminated before the end of their first year. A study published in the Academy of Management Journal showed that the first 90 days of a newcomer’s tenure can set the tone for the rest of their time within an organisation. This is why a good onboarding strategy can prove crucial to keeping turnover rates down.
While new hires typically put their best foot forward on their first day, it should be a two-way street. Be sure to greet them warmly on their first day and make a team effort of it. Also, ensure that there are opportunities for new hires to build satisfying work relationships with other staff members. This way they get to learn about the company culture through their new peers as well. The sooner a new hire feels welcomed and comfortably assimilated, the faster they start contributing to your core mission by producing high-quality work.
The good news is: technology can help. It has become an industry best practice to utilise technology in the onboarding process. As part of our holistic approach to human capital management, Affinity can facilitate your onboarding efforts by automating all critical steps in the new-hire process. Affinity’s self-service functionality streamlines onboarding activities such as new-starter requests, forms, equipment requests, contract management and automated email notifications of the steps required to on board. This simplifies processes to not only make a good brand impression, but also empowers managers and employees alike to evaluate and track brand loyalty and engagement.
Ultimately, onboarding should be an ongoing process and does not end after the 90-day probationary period. Rather, look to foster a culture of continuous inclusion by providing engagement surveys, and by recognising key milestones throughout an employee’s career. Building long term trust and commitment pays dividends in the long run and should be a priority in retaining your top talent.