Onboarding, as you know, is the process by which a new employee is integrated into your company. It starts just after the job offer and consists of important paperwork, training, and tours of the office. When handled well, onboarding will also give a new employee the foundation they need to succeed in the environment and organization. It provides a roadmap of the company culture, and they can see how they fit in it. But how long exactly should onboarding take?
Increase Employee Retention
We all know why onboarding is important. When done well, it increases employee retention which will lower turnover and the high cost of replacement hires. Onboarding is not just the paperwork and job training process, it includes so much more which is why it isn’t something that can be done in just one day or just one week. Throwing new employees to the wolves is no longer the method to increased job satisfaction.
At the very least, a good onboarding program should be three months. It begins with the new hire paperwork, which can be done before your employee even starts by using e-signature tools. Companies that have transitioned to remote work are implementing online paperwork, which is streamlining this part of the process and allowing new employees to focus on other things on their first day. Throughout the next 90 days, they will be integrated into the corporate culture and evaluated on their performance regularly to ensure they understand and are meeting expectations.
Many experts today suggest that retention is better if new employees received management support throughout their first year. Employees who have this kind of support throughout their first year of employment report being happier and more engaged. They are more productive and comfortable at work and willing to ask questions when necessary rather than trying to guess the answers. This also gives them time to adapt to the culture and a hands-on understanding of how they’re doing on the job.
Continual Career Development
While onboarding itself may end after 90 days or a year for more robust programs, employee development should never end. Today’s employees are looking for long-term support from their employers, including the ability to learn new things and grow in their careers. This can mean access to continuing education, online training, or direct experience with new things.
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