What can you give new hires so they can be productive quickly?
• On-the-job training (76 percent)
• Review of the company’s policies, such as dress code, time off policy and email (73 percent)
• Review of administrative procedures, such as a touring the facility and setting up computer (59 percent)
• Assignment of an employee “buddy” or mentor (56 percent)
Why are your new hires leaving?
Their top 3 reasons were:
• They decided the work was something they didn’t want to do anymore. (28 percent)
• Employee thought he was given different work than [he] expected from the interview. (26 percent)
• The boss was a jerk. (23 percent)
What does your company have control over?
When you’re developing your onboarding process, make sure to keep in mind the things that will help your new hires stay. Here are some things the companies that lost employees early could have done differently:
• 23 percent of respondents said they wanted to “receiv[e] clear guidelines to what responsibilities were.”
• 21 percent wanted “more effective training.”
• 17 percent said “a friendly smile or helpful coworker would have made all the difference.”
New hires want to be trained, to know what they’re supposed to be doing and they’d like a friendly workplace.
HR: What can you do?
Does your company’s onboarding process have room for improvement?
Probably, as only 9 percent of HR thinks their current onboarding process doesn’t need any improvement.
43 percent of HR believes “time and money are wasted because of ineffective onboarding processes.” And how much money? The largest percentage—45 percent of HR—believes they waste more than $10,000 year on faulty onboarding practices.
HR believes they should update their onboarding process by:
• on-the-job training (41 percent)
• create a mentor/buddy program (37 percent)
• update the employee handbook (28 percent)
Yep, sounds like those new hires want to still read through the employee handbook. But let’s update it with shiny new pictures and perhaps consider an e-book as the format of choice, to save a couple trees.
Doing meaningful work still trumps everything else when new hires come onboard. People take pride in their work first, the other stuff comes later. 52 percent of respondents believe “receiving organized, relevant and well-time content” is the most important aspect of the onboarding process.” And they want a mentor (37 percent) to help them understand the culture, get one-on-one help with new projects and have a place to ask questions.
It’s important to learn from what we—and others—have done in the past so we can do better in the future. That’s why we collected this data and created this infographic. The war for talent is fierce. We’re always working on our onboarding to keep our new hires well beyond those first six months.
For more detailed information on this onboarding study, check out the survey summary here.