How Implementing an Effective Onboarding Process Can Decrease Turnover and Increase Engagement

Written by: Stephanie Burford, PHR, M.S., HR Manager at Advisor HR

Have you ever traveled by plane before? Or contemplated if you should drive or fly? It’s a big decision that comes with a lot of factors depending on the reason for flying. What’s the cost to drive versus fly? What airline should I pick? What if my plane is delayed or canceled? Do I park at the airport or have someone else take me? What if my baggage gets lost?

Airlines want passengers to choose their airline when deciding to fly so they capitalize on different areas depending on the passengers need. If the passenger is looking for a more affordable option, they may choose Allegiant, Spirit, or Southwest. If the passenger is traveling for business or on a far trip, they may choose Delta or American because they are known to be more comfortable and come with additional perks.

Just like deciding to drive or fly, to fly with American or Southwest, in the professional environment finding and attracting quality candidates is no different. Organizations ask themselves the same questions: What’s the cost to fill or add this position? Is it worth it? What type of candidate are we looking for? Employers can’t be everything to everyone, so just like the airlines, employers need to establish their competitive edge and capitalize on what they can offer. This will help employers narrow their search, reduce recruitment costs, and attract a high-quality candidates. Unfortunately, after finding the perfect candidate, that’s only half the battle. The other half is retaining them.

New hire employees are excited about the new opportunity. There was a specific reason they left their previous employer and decided to join the new employer. They are excited and nervous at the same time. According to Gallup it involves a series of firsts: first day on the job, first time meeting managers, first time working on projects, and first opportunities to share their talent with the organization. Just like flying, there are many factors that go into the individual’s decision to make a career change. These factors can lead to anxiety and excitement at the same time. It is now in the employer’s hands to ensure individual made the right decision when they accepted the new role.

This is the employer’s opportunity to deliver the competitive edge that was sold to the candidate throughout the interview process. If the employer can’t deliver on what the individual was sold on, the employee may feel lost or disengaged. This is where a well-designed onboarding process becomes essential.

Onboarding refers to the process in which an employee is integrated into the organization. This includes focusing on acclimating the individual to the company’s values, culture, expectations, and their specific role. It is a common misconception that this is a one-day process that includes filling out paperwork. A successful onboarding process extends far beyond day one and can last up to a few months. According to Gallup, only 12% of employees strongly agree that their organization does a great job onboarding employees. Without a strong onboarding process, an employee can go from being excited about the new opportunity to disengaged. 

After an individual commits to flying versus driving, it is the airlines responsibility to ease anxiety and increase excitement. To do this, the airlines must develop a process that outlines expectations to all passengers regardless if this is the passengers first flight or 100th. The same communication style a passenger expects when flying, is no different than when starting a new job. Any disruption in the process could lead to disengagement, turnover, or poor reputation.

To develop a successful onboarding process and engage the individual every step of the way, follow the process below:

1.     Pre-Boarding – communication in this stage is key. When flying, passengers want to know that their flight is on time, what time they board, what gate to go to, etc. Knowing this information gives the passenger comfort an ease to ensure they don’t miss their flight or get to the airport too early if there are any delays. In an organization, it’s important to not underestimate the power of communication. Ensuring employees know when they are expected to show up, any parking restrictions, proper dress code, what’s expected of them on the first day, and access to the system gives employees comfort and an opportunity to have a great first impression.

2.     Structured Orientation – When preparing to fly, once the passenger has arrived to the gate, the customer service representative will communicate if the plane is on time, outline how the boarding process will go, if there a requirement to check a bag, and are there for any other questions the passenger has. This type of communication gives the passenger comfort knowing that they have made it to the right place, they are on time, and what’s expected next of them to board the flight. In an organization, the employer should provide a structed orientation process. This emphasizes to the candidate that they are in the right place, the company is excited to have them, and they made the right decision. Information in this section includes, but is not limited to: education around company history, cultural norms, best communication practices, what success looks like, etc. This helps the employee get acclimated to the organization with a foundational understanding of what’s expected of them.

3.     Take Off/On the Job Training – When getting ready for take off, the first thing the airlines do once everyone is seated, is a safety overview as well as introductions and how to ask for help if needed. There are additional communications around different purchases and entertainment passengers can enjoy in their seat pocket. In an organization, employers should ensure they introduce the new hire to their colleagues immediately, helping them establish early connections. Additionally, provide direct guidance and resources to ensure the individual understands their responsibilities and check in with them frequently to address any questions or concerns. This will build the individuals confidence overtime allowing them to learn their job without feeling overwhelmed and unsupported. 

4.     Landing/Integration – Once the flight is preparing to land, the pilot will communicate to all passengers the expected landing time and what will happen once the plane has successfully landed. The pilot will also thank all passengers for choosing their airline. This provides feedback to the passengers on what to expect in the next 15-30 minutes. In an organization, communication, feedback, and recognition are all important values in leaders. Employees want to know they are on track or if there are areas they need to continue to focus on. Once the employee has grasped the job and started to contribute to the organization’s success, the employee has been successfully onboarded into the organization.

A well-designed onboarding process ensures new hires feel welcomed, equipped, and prepared to contribute to the organization’s success. Are you struggling with turnover? Do you need help designing a new hire onboarding process that extends beyond the individuals first day? Advisor HR is here to help! We not only offer a streamlined process that is 100% electronic, but we also offer services to help organizations develop processes beyond day 1 in turn increasing employee engagement and decreasing turnover. Reach out today to learn more about how we can help!