No matter the size of your business, you are more likely to attract and retain the employees you need by having a strong employer brand identity. Potential and existing employees should understand what your brand offers as an employer and how you will support them from the onset. One way to build your employer brand identity is by having a structured onboarding program for incoming team members.
Why Onboarding Matters
Onboarding employees effectively can reduce turnover rates, lower spending, improve productivity, and create a company culture that makes people feel valued. Onboarding extends beyond training and paperwork; it’s a comprehensive approach that ensures every individual has the mentorship and support needed to truly thrive in their role. Consider the following:
- Onboarded employees are more engaged and comfortable in their roles. According to a survey conducted by BambooHR, 89% of employees reported that an effective onboarding process helped them feel very engaged at work.
- A structured onboarding program can reduce employee turnover and cut costs. The Society for Human Resource Management reports that companies with strong onboarding processes can improve new hire retention by 80%. This is welcomed news, given that replacing an employee can cost up to twice their annual salary.
- Supporting employees boosts work productivity. Studies suggest that new hires are 50% more productive when they complete a structured onboarding program.
- Onboarding can improve a company’s recruitment efforts BambooHR also reports that 75% of employees who feel welcomed during onboarding are more likely to recommend their company to others.
Where to Start?
At The Jakes Group, we have seen firsthand how internal teams like marketing, leadership, and HR can come together to develop and design an onboarding program that supports an employee from day one and beyond. Whether you have an existing onboarding program or starting from scratch, we recommend asking yourself these questions about your company’s new employee experience:
- Does every new employee receive clearly defined expectations of their role and the opportunity to develop goals during their transition onto the team?
- What does an employee need to be “successful” at our company? (From items like a laptop to peer mentorship support, this will vary with each role.)
- Who is responsible for onboarding a new employee? (This should be an all-inclusive list, such as a manager, HR, peer mentor, etc.)
- Do we have a clearly defined onboarding timeline for every new employee that includes regular check-ins?
- What opportunities do new employees have to give feedback and voice needs?
- What tools/resources do we need for employees to fully understand the expectations of their role?
- In what ways can we make every new employee feel connected with our team and our brand purpose?
- How can we “pre-board” incoming employees to help kickstart their journey? (For example: sending important paperwork and engaging information before their first formal day.)
- How will we (or do we) measure “success” for our onboarding program? (For example: retention rates.)
While these questions are a start, there is a lot to cover when it comes to creating an engaging onboarding program that supports employees. If you are interested in discussing your current onboarding program or rolling out a new one, then we’d love to continue the conversation. Send us a note here.