How long your onboarding program lasts can have a big impact on how long workers stay with you. In the first six months after starting a job, 31% of employees quit their position, and 68% of them left within the first three months, according to BambooHR’s onboarding survey from 2014. Poor onboarding played a significant role in their choice to quit. In total, 23% of employees said they left because they desired more precise responsibility requirements, and 21% said they desired more efficient training.
Although the significant financial cost of employee turnover is well recognized, you might not be aware of how it impacts the environment in which your employees work. Not only are disengaged workers less productive, but they also have the potential to lower the output of people around them. A toxic work atmosphere can be produced by unhappy, disengaged employees.
How Long Onboarding SHOULD Last
Onboarding should last at least three months, according to the majority of HR specialists. Yet, nearly three-quarters of recruiting managers and HR professionals surveyed recently by CareerBuilder said their onboarding process lasts one month or less.
According to half of the respondents, only one week or less is spent on onboarding. The best way to increase employee productivity and contribution might not be to rush employees through the application process and training so they can start working sooner.
Onboarding should continue for the whole first year of employment, according to the study, in order to improve employee retention. Employees are more productive, feel more at ease in their workplace, learn where to go for help when they have questions, become more accustomed to the company culture, and develop stronger relationships among themselves when there is a more thorough onboarding program in place that lasts the entire first year of employment.
Read this for A Step-By-Step Guide to Onboarding Your Remote Hires.
Longer Training Can Help Increase Employee Retention
You can include extra information in the onboarding process by lengthening the onboarding period. Employee retention can be increased by 25% with a planned onboarding process that offers additional training and information to your staff members throughout their first year.
A new employee may receive too much knowledge if training is limited to the first week or month of employment; but, by extending the onboarding period, employees are more likely to remember what they are taught. Your new employees will have an easier time understanding the material if you break it up into manageable chunks.
Utilize Tools and Platforms
Automated software tutorials and onboarding prompts can help get employees to a productive state more quickly in today’s constantly evolving technological world. Digital Adoption Platforms (DAPs), provide employees with step-by-step instructions on how to use new software. Such platforms ensure that no precious time is lost on system training. This can shorten the time it takes an employee to become productive and cut down on downtime.
Additionally, transactional onboarding operations including paperwork, providing rights, opening accounts, and more can be sped up with the aid of other platforms such as Hybr1d. However, you still need a well-organized onboarding program that gets your team members excited about their new workplace and coworkers. Don’t use technology to replace an in-person onboarding process; rather, use it as a tool to cultivate happy employees and great workplace culture.