The onboarding experience often varies significantly across organizations. Onboarding starts when a new hire accepts your offer and continues through a new employee's first weeks, months and even year on the job. It encompasses everything you do to get new hires what they need when they need it so they can get up to speed and contribute quickly. At a very basic level it’s about logistics. Has the new hire filled out all of their paperwork? Are they enrolled in benefits? Do they have a desk, computer, and access to necessary software? A good onboarding program also sets out clear performance expectations and gives employees small, achievable tasks so they can start off feeling like a contributor. More progressive and innovative onboarding programs will focusing on fostering the employees’ sense of belonging on their team and in the organization by helping new hires establish relationships with their coworkers and better understanding the culture they have joined.
Increase Employee Lifetime Value
With a successful onboarding program, you can increase an employee’s lifetime value (ELTV). Maia Josebachvili defines ELTV as “the total net value over time that an employee brings to an organization.” When someone joins your team, their output is negative because they are not yet contributing and have already required other employees take time to hire and train them. However, with effective onboarding you increase ELTV in two ways: First, the time it takes to be a fully contributing member of the team decreases; and Second, employees are more likely to stay with your organization longer because they’ve been more effectively brought up to speed and socialized. The Wyndhurst Group found that employees who went through a structured onboarding program were 58% more likely to be with the company three years later.
You can’t improve your recruiting and onboarding programs until you know what needs to change. Getting feedback from new hires allows you to identify gaps in knowledge and training so you can provide those for future hires. Additionally, while you may have a standardized program, there can be inconsistencies in how managers deliver it. You’ll be able to identify managers with new hires that are creating exceptional onboarding experiences and be able to share those learnings with managers that may need additional support.
How to Implement
Culture Amp offers both a Single Point Onboarding Survey and a Phased approach. Both can configured as a survey only or with the option to include an interview.