Maslow’s Hierarchy of Needs establishes a hierarchy of basic human needs. Formatted like the food pyramid, the table distinguishes fundamental means of survival from the more sophisticated incorporeal necessities. The same concept is applicable to the workplace. What does your team need to survive in the office and what do they want? These are two very distinct assertations for your workforce.

New employees can bring a slew of new ideas to the table. Integrating the best of these ideas into the company’s processes can only happen after the new employee fully understands the culture and values within the organization. Everything from onboarding new employees to 360 performance reviews should have an underlying theme of team alignment and tie in company values. It’s a cyclical, give-and-take relationship. Employees must understand their place in the organization in order to help the organization move toward its goals; and the organization must understand the motivations and strengths of the employee in order to help them assimilate to the team or department. Employee loyalty thrives when workers understand their place in organizational goals and how they play a part in company values. So what tools does your organization need to maintain values and team alignment from the onboarding process to the time they cycle out of the company? Onboarding

Within the first six months of a new job, 86% of employees decide whether they’d like to stay or search for a different job. Aberdeen Group finds that an additional 69% of new employees are likely to maintain a job for at least three years if the HR, managers and IT crews perform welcoming employee onboarding.