The Successful Onboarding Program for new employees stands as a pivotal process in both retaining talent and nurturing job satisfaction. This journey, particularly the initial 90 days, plays a critical role in forging a strong, productive relationship between the employee and the organisation, and based on the latest statistics, the importance of onboarding in retaining talent and nurturing job satisfaction cannot be overstated.

The Results of Effective Onboarding:

Organisations with more effective onboarding have 2.5 times greater revenue growth and a 1.9 times as great profit margin over organisations that are less effective in relation to onboarding their newcomers.

Onboarding improves a company’s retention rate by 82% (if conducted properly).

Approximately 69% of employees are more likely to stay with a company for three years if they have a great onboarding experience. Moreover, employees who receive effective onboarding are 18 times more likely to feel committed to their organisation.

Yet…according to Gallup only 12% of employees strongly agree that their organisation does a great job onboarding new employees.

Why Onboarding Programs Fail:

More than 58% of companies tend to concentrate their onboarding programs predominantly on processes and paperwork, whilst overlooking other critical aspects of employee integration and development​

26.5% of HR professionals state that technology is missing from their onboarding program, yet 68% plan to use some form of onboarding technology in the future. This highlights the growing recognition of the role of technology in enhancing the onboarding process.

What’s The Key To Success?

Setting the Stage: The Importance of the First 90 Days

The initial 90 days are a period of significant adjustment and learning for new hires. Research indicates that effective onboarding increases the likelihood of employee retention and boosts overall job satisfaction, therefore a proper integration during these early days lays a foundation for long-term success and commitment.

How to Structure a Successful Onboarding Program?

First Week: First Impressions Count

Welcoming the New Hire: 

A warm welcome sets a positive tone. It’s essential for HR, Managers and Supervisors to foster an inviting atmosphere from day one.

Orientation Process: 

An in-depth orientation that delves into the company’s culture, mission, and values helps align the new hire’s objectives with those of the organisation. Introducing them to key team members and personnel is equally crucial.

Initial Training Sessions: 

Starting with fundamental training modules and ensuring the availability of necessary tools and resources provides a smooth start for the new employees.

 

First Month: Laying the Foundation

Integrating into the Team: 

Team-building activities and assigning a mentor or buddy can facilitate a sense of belonging.

Role-Specific Training: 

Detailed job training, coupled with regular feedback sessions, helps in adjusting to the new role.

Goal Setting: 

Setting clear, short-term goals helps new employees grasp the larger picture of their role within the company.

 

First Quarter: Building Momentum

Continued Learning and Development: 

Offering advanced training and professional development workshops encourages ongoing growth.

Performance Evaluation: 

Conducting a formal performance review and setting key performance indicators (KPIs) aid in tracking progress.

Building Relationships: 

Fostering cross-departmental interactions and internal networking strengthens company-wide connections.

Feedback and Adjustment: 

Regular feedback is vital in fine-tuning the onboarding process. Tools like surveys and one-on-one meetings can be instrumental in gathering insights.

 

Beyond 90 Days: Long-Term Employee Engagement

Sustaining engagement beyond the initial onboarding period is crucial. Ongoing learning opportunities and a culture that values recognition and appreciation are key.

A successful 90-day onboarding program is pivotal for both employee satisfaction and retention. Tailoring these strategies to fit the unique needs of your organisation can yield significant benefits. To make your Onboarding an engaging, inspiring and effective process for long term success download Your Blueprint for Exceptional Employee Onboarding Checklist here.

This blogpost was written by Nina Szewczak one of our CIPD tutors here at Oxford College of Management. If you’re interested in expanding your leadership and management skills, check out our CIPD Level 5 Associate Diploma in People Management.