Companies spend a tremendous amount of time and resources to hire and retain top talent. They go through the motions: collect applications, interview candidates and negotiate contracts, only to find that their newest hire decides the job isn’t for them after all.
According to Gallup, the percentage of U.S. employees quitting their jobs is at an all-time high. What’s more? The data shows that 67% of U.S. employees are disengaged at work, 51% say they’re actively looking for a new job or are open to one, at 47% say now is a good time to find a quality job. The bottom line is clear: to stay competitive in today’s climate, businesses must provide an exceptional employee experience that boosts retention and satisfies their people.
Any superior employee experience begins with a great onboarding process. Studies have shown that up to 20% of new hires leave their positions within the first 45 days of employment (HBR), it’s safe to say that onboarding efforts can make or break your chances of attracting and retaining top talent. With the rise of remote work, organizations are facing even greater challenges when it comes to integrating new hires. Here are a few ways to ensure an effective and meaningful onboarding process, whether you’re remote or in person.
Have a concrete plan
Give your new hires the guidance and support they need to succeed from day one. Whether the process is taking place remotely or in the office, following a comprehensive onboarding plan is key. Be sure to create a safe space for the new hire to be welcomed: let their team know someone new has joined, plan an introductory meeting, set them up with a “buddy” etc. For remote hires, be sure to provide any unwritten information that they’d have gotten from physical interactions, such as their team’s values or any important social cues. The value of in-person connection is unmatched, so try to integrate as many of these touch points as possible during the onboarding journey. Finally, don’t forget to collect feedback about their experience while it’s still fresh in their minds to help improve your future endeavors.
Set short-term goals
A staggering 60% of companies report that they do not set short-term goals for new hires (HBR). Setting achievable short-term goals can be a powerful way to make a new hire feel like they’re already contributing to the company, and help instill realistic expectations. These goals should be clearly defined and the new hire’s responsibility level should increase over time – which will help kickstart their trust, confidence and loyalty. As they begin to settle in, make sure to schedule regular meetings and check-ins to go over progress, and any adjustments that need to be made.
Create space for connection
One of the most pressing issues in the workplace today is the lack of belonging and growing feelings of isolation. In fact, up to 40% of adults have reported feeling lonely at work (SHRM). Now, imagine starting a new job (potentially remotely) and not knowing anyone in your office, or in your new city, how lonely would you feel then? A great way to mitigate this is to provide your people with concrete opportunities to connect with others beyond workplace responsibilities. With community building platforms like MixR, new hires can easily connect with like-minded colleagues over shared-interests and gain the perfect opportunity to break the ice and make their first meaningful connections at work. You might even consider setting up dedicated communities for onboarding, where new hires can chat with veteran employees, find mentors, and get acquainted from day one.
Nailing the onboarding process means investing time and effort to make sure your new hires’ organizational and social needs are met. To learn more about how MixR can help you successfully onboard new hires – whether they’re remote or in person – click here. Don’t hesitate to reach out for more information or to book a demo.