{"id":23172,"date":"2019-08-22T05:51:05","date_gmt":"2019-08-22T11:51:05","guid":{"rendered":"http:\/\/corevalues.com\/?p=23172"},"modified":"2019-08-22T05:51:05","modified_gmt":"2019-08-22T11:51:05","slug":"onboard-versus-orientation-leads-to-retention","status":"publish","type":"post","link":"https:\/\/corevalues.com\/dev\/2019\/08\/22\/onboard-versus-orientation-leads-to-retention\/","title":{"rendered":"Onboard Versus Orientation Leads To Retention"},"content":{"rendered":"

Why the onboard difference spells success in the workplace.<\/p><\/blockquote>\n

\"Onboard\"<\/a>
Getty<\/figcaption><\/figure>\n

Many organizations fail to onboard new employees.\u00a0 \u00a0They hire good people who are excited about coming to work.\u00a0 Then what? New employees step on toes, they are not sure how the culture works and they don\u2019t know how to get ahead in the company. Do you think they stick around for the long haul?<\/p>\n

Failing to onboard is risky, to say the least.\u00a0 You\u2019d think the usual culprits for the high attrition are better compensation or a career path that ensures promotions along the way.\u00a0 But in reality, one of the reasons for jumping ship is the lack of an onboarding process.<\/p>\n

This isn\u2019t to say companies do this on purpose.\u00a0 Nobody deliberately wakes up with the intent of sabotaging productivity in the workplace!\u00a0 Most companies just don\u2019t have a clue what onboarding is vis a vis orientation and here\u2019s why\u2026\u00a0<\/u><\/p>\n

What\u2019s the difference between an effective onboard and orientation?<\/h4>\n

The majority of the companies we\u2019ve worked with already have an employee orientation process in place.\u00a0 They already have a procedure for introducing new hires to their job responsibilities, workplace, co-workers, and bosses.\u00a0 It\u2019s a great way for them to feel comfortable with their new teams or departments.<\/p>\n

An effective onboard process, however, is different.<\/p>\n

An onboard program begins when the job offer is tendered.\u00a0 It ends when the new hire has been evaluated and deemed \u201cfully functioning\u201d.\u00a0 In other words, onboarding is an ongoing process.\u00a0 It includes a series of events that include employee orientation.<\/p>\n

The onboard process helps new employees recognize what needs to be done to succeed in their job. \u00a0It reinforces everything the new hire was told during recruitment. And it includes work culture awareness so that procedural conflict is minimized.<\/p>\n

It also includes encouragement and coaching, as well as confirmation that they made the right decision by joining your organization.\u00a0 The process ideally breaks down expectations daily. It also makes them aware of how their job contributes to the organization as a whole.<\/p>\n

In effect, an effective onboard is a larger umbrella.\u00a0 It is more than just an introduction to the employer-employee relationship.\u00a0 It\u2019s a smooth transition that incorporates clear communication of expectations.<\/p>\n

To onboard effectively employees favor employee communication skill development.<\/h4>\n

Many \u00a0organizations lack employee communication skill development<\/a>.\u00a0 Perhaps, managers do not understand how good communication improves work relationships. The more anchored employees are to fellow co-workers, the less apt they are to jump ship.<\/p>\n

Clich\u00e9 as it may seem, you want to turn your good hire into an excellent employee.\u00a0 \u00a0You also want to avoid exits just because of unmet expectations and misunderstood company culture.<\/p>\n

To meet these goals,an onboarding process \u2013 not just a formal introduction to job responsibilities and paperwork — is needed.\u00a0<\/u><\/p>\n

Objectives of an effective onboard.<\/h4>\n

Here is a check list of effective onboarding practices:<\/p>\n

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  1. FAMILIARIZE and ACCLIMATE \u2013<\/li>\n<\/ol>\n

    Beyond pointing out the location of lavatories, break rooms, and fire exits, acclimation involves orienting the new employee with the company\u2019s objectives and philosophies.\u00a0 New hires must understand what is expected of them.\u00a0 They also need to grasp the specific role they will play in achieving company goals. In the same token, the company must communicate what is expected of them (resources available, performance reviews, management support).<\/p>\n

      \n
    1. ENGAGE and INVOLVE \u2013<\/li>\n<\/ol>\n

      A correlation exists between engaged employees and absenteeism, profitability, product quality, turnover rate, safety records, and customer ratings. \u00a0A good onboarding plan is the perfect opportunity to engage employees and let them know that the organization recognizes their talent.\u00a0 This is where fostering a supportive relationship between new hires, colleagues and management begins.<\/p>\n

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      1. RETAIN \u2013<\/li>\n<\/ol>\n

        The cost of replacing an employee can cost as much as 150% of annual salary.\u00a0 The costs are always obvious.\u00a0 But look closely and the leaks can be found in lower productivity and reduced morale. This is because employees are now burdened with covering for the lost employee.\u00a0 The more quantifiable costs include training costs, recruitment fees, and interviewing costs.\u00a0<\/u><\/p>\n

        How to onboard differently.<\/h4>\n

        Onboarding requires planning.\u00a0 It should also be integrated with the recruitment protocol.\u00a0 For instance, when a decision has been made to hire an applicant, the onboarding process must include details such as who should assist with acclimation.\u00a0 \u00a0Therefore:<\/p>\n