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Prevent a high turnover by implementing an on-boarding program. Spend your money wisely as it will equate to savings in the grand scheme of things.

Orientation vs On-boarding

Orientation is an event; on-boarding is a process.

Orientation is a structured event that focuses on the information the new employee needs to know to get started, such as an introduction to the organizational structure, policies, and procedures. It is one piece of the on-boarding process.

On-boarding, however, can last anywhere from 3 months to a year, depending on the responsibilities of the position and the amount of organizational understanding necessary to be successful in the role. The goal is to align new employees with the company’s culture, mission, and values, and focuses on strengthening the employee’s connection to the organization and its people. It provides a more strategic plan for employee success than orientation alone.

Top activities to engage new employees:

  1. Have both the new hire and the manager agree on performance expectations and a development plan.
  2. Have all IT requirements (phone, email, computer, etc.) up and running on employee’s first day.
  3. Schedule frequent informal reviews between employee and manager.
  4. Assign a mentor or coach.
  5. Scheduled regular briefings to answer questions.

Best-In-Class On-boarding Stats:

If you want tips to improve your on-boarding program, consider these stats from the best onboarding programs.

1. Start Early

Let me share with you some recent stats of best-in-class on-boarding practices:

31% begin on-boarding process upon offer extension

36% begin on-boarding process upon offer acceptance

23% begin on-boarding process upon first day of employment

 2. Focus on 2 Topics

  1. Culturization – 84% of companies acclimate new employees into the organization culture.
  2. Socialization – 68% of companies connect new employees with other employees with similar interests.

 3. Apply On-boarding More Broadly

  1. 97% of new employees are recruited outside the organization
  2. 86% are Senior Level executives
  3. 69% are new employees via mergers or acquisitions
  4. 68% come from internal job transfers
  5. 62% are contingent employees
  6. 54% are contracted

Connection between Onboarding and Employee Engagement

Are employees who participate in an onboarding program more engaged with their employer? Most definitely!

Research shows that employees make the critical decision to stay or leave within the first six months and that having the newest talent participate in an on-boarding program can maximize retention, engagement, and productivity.

When it comes to on-boarding, don’t use the sink or swim philosophy.  With a robust on-boarding program in place, your employees will perform in their job quicker and better and will have a close connection with your unique culture and ways of doing things.


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