According to recent studies, 25% of people in the workforce experience some type of career transition each year. Of this, 17% are recent graduates eager to start their life’s long pursuit. But half of all new hires leave a position within the first eighteen months.
It’s important for recent grads to transition into careers as smoothly as possible. It is equally as important for organizations to find the right fit. In order to combat these challenges, organizations need to have a robust employee onboarding program. Onboarding helps new hires adjust to social and performance aspects of their jobs so they can quickly become productive members of their organization. PrideStaff Financial has put together tips for successful onboarding to help your organization’s new hires acclimate as quickly as possible, and become productive competent members of your team.
Three Levels of Onboarding. The degree to which your organization maximizes its onboarding program falls into three categories: Passive, High Potential, and Proactive Onboarding. Passive onboarding is an unsystematic way of covering general compliance and role classifications of an organization. But it fails to address the cultural and technical aspects of how the organization functions; 30% of all businesses fall into this category. High Potential onboarding goes focuses on providing new hires with a sense of both formal and informal organizational norms. At this level, a new hire is introduced to the vital interpersonal relationships and networks that help the organization and its teams function. Proactive onboarding is considered a “best practices” approach. It is a systematic strategic human resource management program that not only encompasses compliance and cultural norms, but also social norms and thorough job clarification. Proactive onboarding ensures that a new hire fully understands their job, all related expectations of their job, and has access to any resources necessary to help them achieve organizational goals.
Short-Term Outcomes for Onboarding. Monitoring a new hire’s transition is part of onboarding success. There are three key areas to monitor: Self Confidence – motivating a new hire on a “job well done” not only leads to better job performance but to a strengthened commitment of organizational goals from your new hire. Social Integration – meeting and starting to work with organizational insiders is an important aspect for a new hire. A new hire that has established effective working relationships is less likely to leave the organization; thereby decreasing high organizational turnover. Lastly, Knowledge of fit within the organization – understanding the political culture, goals, and values of an organization helps new hires navigate their place within that culture. These outcomes are important indicators of an employee’s adjustment, satisfaction and commitment to your organization.
Long-Term Outcomes for Onboarding. New hires help an organization accomplish specific long-term goals. The degree to which they can do this will be affected by the strength of your organization’s onboarding program. Focusing on outcomes such as job satisfaction and productivity gives a new hire the support they need; creating a sense of stability and commitment to your organization.