We may be a little biased in this claim, but onboarding is important. Running a business and managing people come with a lot of responsibilities and the stress of ensuring all the pieces align at the end of the week is overwhelming. Of course, with all that to worry about, some pieces of the process are lost in the shuffle. That might be why approximately 35% of companies spend zero dollars on onboarding. Zero. If you are of the mindset that onboarding is…
- something that can wait
- not that big of a deal
- isn’t really necessary
...or have any other reason not to provide onboarding to new employees, then read on. We’ve got numbers to back up our onboarding enthusiasm.
1. The average cost to fill a position is between $3,000 and $18,000, unless it’s an executive level manager, which can be as high as $2.7 million.
That means hiring employees that have skills and feel interested in sticking around is pivotal. When employers fail to provide proper training to employees, the risk of losing those employees increases. That means lost talent, lost dollars and more frustration. If you think onboarding doesn’t play a part in that...
2. Onboarding programs have been shown to increase retention by 25% and even improve employee performance by up to 11%.
Think of it this way, when you entered a classroom on the first day, you were probably a bit nervous. Not knowing how the teacher graded, what the rules would entail or if classmates would like you enough to do group projects together was a little nerve-racking. There is no difference in the first day at a new job and if no one speaks to a new hire, shows him or her the ropes and lets them in on the unspoken rules, they will never feel completely integrated.
3. 30% of businesses who continually update their onboarding programs, are more likely to be positioned to respond to industry indicators and employee trends.
The workforce is always growing with trends in education and industry. Add in all the technological advancements and you have the perfect recipe for a never stagnant process. It’s important that your new hire onboarding process takes into account the generation of worker being hired as well as what tools might actually help your internal staff more efficiently do their own work.
4. 25% of companies admitted that their onboarding program does not include any form of training, which leads to a loss of 60% of a company’s entire workforce.
Just having a period of time that your team calls the “onboarding” process doesn’t make for successful new hires. A new employee onboarding program should be made up of many components, including introductions to the culture of the workforce in addition to training on programs and tools used within the workplace.
5. After both operational and cultural onboarding, 92% of new hires felt like productive contributors to their organization after one month on the job.
In the same survey, organizations said effective employee onboarding as improving retention rates (52%), time to productivity (60%) and overall customer satisfaction (53%). Feeling capable of doing the job as well as knowledgeable about the company in which they are working is a huge boost in confidence for employees (no matter how tenured). When employees feel confident in their knowledge of the job, all parts of their work is affected positively.
6. If employees feel they are learning and growing in your organization, you’ll be less likely to lose upwards of 60% of your entire workforce within four years.
Career development is huge for employees. Many organizations worry that skill development is something to be cautious of since they may leave and take those skills to a competitor. That’s precisely why an inclusive onboarding process is important. If you welcome employees by embracing them within the culture of your organization in addition to showing them all the ways they can meet professional goals while working within your walls, their loyalty is imminent.
If we’ve convinced you to join the new employee onboarding movement, but don’t know where to start, look no further. We’re experts here at ClearCompany and we would love to help your organization make new hires’ first day, their best first day ever.
As ClearCompany's HR Business Partner, Laura focuses on all things HR including managing employee benefits, onboarding and engagement initiatives. With a keen focus on best-practices, she serves as a strategic partner to the leadership team by acting as a trusted resource on a wide variety of human resources topics including policy interpretation, creating and recommending enhancements to the HR process, and career development.