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Employee Engagement, Employee Feedback, Employee Retention

Studies Suggest How to Improve Onboarding

Studies Suggest How to Improve Onboarding
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Sabrina Son

Sabrina is the editor in chief for TINYpulse news. She's dipped her toes into various works of writing — from retail copywriter to magazine editor. Her work's been featured in Forbes, Bloomberg BNA, and Tech.co.

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In December 2015, ADP released the results of a major employee onboarding survey. They’ve distilled their findings into an infographic packed with intriguing insights (click infographic to magnify it).

When asked if they think their companies have a good handle on onboarding, 91% of managers said no, as did 81% of HR administrators, and 75% of employees. Given that just 8% of managers make the process a priority, and only 49% of companies even bother to measure their success at it, it’s no surprise that 79% of employees feel there’s room for improvement in their companies. And according to a study by Learnkit, 89% of employees wish their bosses would make more of a priority of onboarding.

ADP suggests that the key to doing onboarding right is to humanize it by keeping three core concepts in mind.

  • Connection: Satisfaction and integration into the workforce that leads to retention.
  • Comfort: Personal bonds between employees and management that lead to productive working relationships
  • Culture: Clear workplace expectations and values that help employees succeed.

Heather R. Huhman writing for Entrepreneur distills the lessons of ADP’s study into five onboarding rules:

1. Make your employees feel like their needs and satisfaction are a company priority. Companies should approach onboarding with enthusiasm and a genuine interest in what the process is like for employees.

2. Make onboarding a rewarding learning experience. Make sure it contains truly useful material and teaches worthwhile skills rather than getting lost in dull process.

3. Feel free to customize onboarding for specific employees. While there will always be certain information a company needs to impart before onboarding is complete, pay attention to the idea that everyone’s an individual, and that people learn in different ways, at different paces, and enjoy learning at different times of day.

4. Take onboarding online so that new hires can share their onboarding experience with other trainees. By adding a shared element to the experience, work friendships are made, and the process can be more enjoyable.

5. Make employee engagement a primary goal. As onboarding curriculum is developed, keep in mind that making employees feel engaged is as important as the specific information that needs to be communicated.

Sabrina Son

Sabrina is the editor in chief for TINYpulse news. She's dipped her toes into various works of writing — from retail copywriter to magazine editor. Her work's been featured in Forbes, Bloomberg BNA, and Tech.co.

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