A good onboarding program can provide many benefits. If we consider employee onboarding as a form of travel – a journey taken by new hires – it’s not hard to imagine how an onboarding itinerary could be similarly enriching.
The so-called “mommy track” or “motherhood penalty” can exacerbate the challenges women already face in developing their careers and obtaining leadership positions.
Integrating learning agility with new employee orientation has significant potential benefits for organizations in terms of engagement.
With the potential to reduce turnover and increase productivity, every organization should be asking this question: "Are we getting the most out of our onboarding?"
The first few days of employment are critical. New employees are a lot like cruise ships: Once their course is set – especially if that course is the wrong course – it takes significant time and energy to change their direction.
An employee’s effectiveness, satisfaction, loyalty, productivity and length of employment are all established in the early days of a job.
This research makes it clear: Onboarding matters. So, where are we going wrong, and what do we need to change to get it right?
There are some practical and applicable steps you can take in the first 90 days to make a positive impression on your employee, help them learn their new position well, and set them up for the growth and opportunities to come.
Growing employee loyalty starts with the onboarding process. Follow these six onboarding tips to make your way from “average” or “good” to “great.”