Companies with an active onboarding program retain 91% of their hires after the first year and have employees who are 18 times more likely to feel committed to their employers.
First impressions drive last impressions!
Working with the generation of job hoppers — the millennials — how you onboard your employees decides their future in your company. A Gallup survey states that 6 out of 10 millennials are open to new job opportunities at any given time. 21% of them have changed jobs in the last 12 months.
Millennials have become the consumers of the workplace. For leaders of a growing company, the challenge is not only to attract potential talent, but also to retain them for the long run. While the entire employee lifecycle is crucial to turn employees into brand ambassadors, employee onboarding i.e. the first 90 days sets the stage for success, or failure!
Companies that have an active onboarding program tend to retain 91% of their hires after the first year of joining.
In this article we will cover everything you need to know about onboarding employees the right way.
Employee onboarding is more than just a formal introduction. To be effective, the onboarding process needs to cover all technical, social, cultural, and procedural aspects of hiring a new member.
A great onboarding process ensures that the employee fits in with the company brand image, workplace culture, mission, and meets the skill requirements for the chosen role.
It also sets out the tone for future interactions that happen between the employer and the employee. When employees are boarded well from day one, it tends to create a seamless integration into the existing workforce. In the long run, it increases the employee's productivity and supports employee retention.
Before we dive deeper into the onboarding process, let us first look at the cost of poor employee onboarding on an organization.
Often the results of poor onboarding are not evident at the start of employment. The most visible result of poor onboarding is high employee churn or attrition.
In a fast-growing company, time is money and bandwidth is low. Therefore, a high voluntary attrition rate not only increases the financial cost of employee acquisition, but also ends up wasting other people’s time and effort that could be used for high value activities. A culture of attrition also leads to poor morale at the workplace.
Here’s what happens when employees are not onboarded properly —
UrbanBound found that of all the employees who did not meet their performance goals in the first year, 50% did not receive a formal onboarding. With new employees that are not started with the right tools tend to take more time to familiarize themselves with the new work environments. This could mean that a substantial time of the hiring is spent learning things that could have been tackled at the onboarding plan. Something as simple as operating a coffee machine needs to be part of any onboarding efforts. Small steps like these do show the employee that people care and make them feel comfortable.
When the hirings' expectations are not in sync with the work settings, it could lead to frustrations and lack of interest in the work assigned. The chances of such employees seeking other avenues cannot be ruled out, which could lead to workers' failures.
It has been noticed that firms that have a good onboarding process tend to have less churn of employees. Thus, the cost incurred in having an effective onboarding program would be offset by the savings accrued in reducing the hiring of new employees. In addition, studies have indicated that 20% of new hiring churn occurs during the first 45 days, and having an effective onboarding plan reduces this significantly.
Often, the reason for low confidence of the employee is feeling isolated and unsupported. A lack of understanding of the new employee’s expectations from the employer and the job (such as career development opportunities) leads to low employee engagement due to low morale. This eventually leads to employees looking for other job opportunities soon.
A high attrition rate of new employees creates a poor image of the company they are working in. Today, 84% of employees say that they may leave their jobs if they receive an offer from a company with an excellent employer reputation.
For fast growing companies, a poor employee brand image is quickly propagated across the industry, making further hiring hard to do or more expensive to achieve.
On the other hand, taking the time or care to onboard employees can lead these amazing benefits.
According to research, about 86% of employees decide whether they want to stay with the company in the long run or not in the first 6 months. An effective onboarding would mean that employees have lesser chances of leaving in the first year at work. This significantly cuts down on employee costs and leads to better productivity at the office. 69% employees are more likely to stay with an organization for 3 years, if they experience great onboarding. A great first impression definitely goes a long way!!
Companies that tend to have a good onboarding schedule tend to report up to 50% better new hire productivity at the workplace with happier and fulfilled employees most of the time. When expectations are clear, goals are set, resources are distributed well, it leads to higher productivity.
The cost incurred in new employee onboarding is often offset by a better return on investment. Most clients report having a satisfying experience while interacting with the companies having an effective onboarding program.
Naturally, happier customers equals higher revenue. When employees are happy and engaged, they go the extra mile in their roles to improve the company's profitability. This could mean increased revenue of up to 60%. There seems to be a greater focus on the new hiring than places without an onboarding process.
The top driver of a high performance team is psychological trust. Gallup research says that 75% of employees leave due to poor relationships with their bosses.
Taking the time to build a comfort zone for new hires in the workplace builds relationships beyond mechanical workplace transactions. Frequent check-ins, 1:1s, all hands in the initial days reduces initial isolation and creates a sense of belonging which further results in high employee engagement.
62% companies say that the primary objective of employee onboarding is to integrate them into the organizational culture. Because ultimately, a company culture is what drives employee performance, engagement, and overall experience.
Especially, in hyper growth companies, integrating new employees into the culture soon and well minimizes the risk of quick attrition. Thus saving time and resources on rehiring.
Now let’s look into what a standard employee onboarding process looks like in a hyper growth company.
For fast growing companies recruiting and retaining top talent is a challenge in itself. Today new employees want a customized onboarding experience to feel connected to their new place of work. With more companies opting for a remote or hybrid workplace model since the pandemic, onboarding has become more challenging.
While fast-growing companies or scaling start-ups may not be able to provide the high brand value or bigger financial rewards to the new joinees, hypergrowth companies can indeed offer them the excitement of being part of a bigger purpose that the big companies often fail to provide. Make sure to capitalize on this when onboarding a new employee.
Being a fast-growing company, your onboarding program must include the following —
Integrating a fresh joinee to the existing company culture usually takes about 3 months and introduction to resources, company handbook, and people they need to have access to for doing their job well.
The onboarding process must be clearly laid out to the employee to the best extent possible. It is essential to have a timeline — from the time a person is hired to when he is joining the organization. It is useful to break the onboarding journey into the first 30-60-90 days and set clear objectives for each period. Every employee is unique and has their own unique needs and expectations. Engage people ahead of time to customize the onboarding process for them when they join.
All it takes is a smartphone and a video clip about the people with whom the new employee will be working on setting the tone for the first few weeks at the new workspace. It really doesn't cost much and can significantly impact the employee than a series of lectures or PowerPoint presentations. If you are working remotely, using Zoom, Google Meet for video conferencing, 1:1s, or weekly all hands, or recording instructions in Loom goes a long way to eliminate the feeling of alienation. Guided 1:1s are extremely crucial to troubleshoot any problem new hires are facing and build a feedback culture.
The best place to start charting out onboarding process steps is with the employees already with an organization. By seeking out feedback on their experience and integrating the views and thoughts of the employees go towards making a good onboarding program. Also, ask for continuous feedback from the new joinee, especially during the first 90 days, to understand the pain points and solve accordingly before they snowball into bigger problems that lead to untimely resignation.
It is important for the new hiring to understand what the management expects from him more so in fast growing organizations where roles might often overlap. In return, the worker must be given an idea as to what to expect from the employer. Let them know how the performance metrics they will be measured against. The matching of expectations properly can lead to a more satisfied group of employees and a smoother employee-employer relationship.
An effective onboarding plan is often set apart by the attention to the fine details rather than the big points. For instance, most new employees would know all about the product portfolio of the new company and if an effort is made to manage the daily commute to the place of work, it would go a long way towards making their stay at the workplace comfortable and stress-free.
The onboarding process must not be a single flow of information but a closer interaction between the new employee and the management. This would set the tone for future cooperation between the two and puts just the proper perspective on each other.
Most fast moving companies today tend to have a mission and vision statement. This would be meaningless unless it is conveyed effectively to the new employees. It helps new joiners interact with the existing employees to understand how the promoters' vision is being put to actually work.
As has been laid down in the book, “The Alliance”, by Reid Hoffman, Ben Casnocha and Chris Yeh, “The importance of onboarding is significantly increased these days since the average turnover at work is less than four years and lifetime employment strategies are out of date.”
Onboarding new employees, especially in a remote set-up, is challenging. Using specialized software for this purpose often streamlines the process. However, you must remember that onboarding is about building connections with the new member, making them a part of the team, and eliminating the initial feelings of isolation. Tools can help with the systematic processes, but how you treat them is what ultimately determines the success of onboarding.
Be warm. Be kind. Be supportive.
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‘Onboarding: How to get your new employees up to speed in half the time’ - George Bradt, founder and Chairman PrimeGenesis
Did you know that a strong onboarding process improves new hire retention by 82% and productivity by over 70%?
However, only 12% of employees strongly agree their organization does a great job at onboarding new employees.
This clearly states that while employee onboarding has a direct impact on the bottom line, most organizations miss out on how to get it right.
Don’t let that happen to you. To onboard new employees like a pro, keep reading.
By definition, an onboarding survey is a questionnaire that is administered on new hires to gauge their initial experience and level of satisfaction, in an attempt to understand their engagement and retention potential.
As an HR, you can get multiple insights from an onboarding survey, including:
It can help you estimate how long the employees are likely to stay and how you can further optimize your onboarding process to make it more aligned with employee expectations.
An effective onboarding survey can help you reflect on your performance through the onboarding process, which directly impacts KPIs for organizational success, including:
93% of employers believe a good onboarding experience is critical in influencing a new employee’s decision whether to stay with the company. At the same time, 25% of a company’s new hires would leave within a year if the onboarding experience was poor.
20% of new hires are unlikely to recommend an employer to a friend or family member and an onboarding survey can help you identify the reasons for the same. However, new team members who were asked to provide feedback prior to their start date also had a 79% increase in willingness to refer others. Thus, illustrating how onboarding surveys and feedback can impact eNPS.
Employees with exceptional onboarding experiences are 2.6x more likely to be extremely satisfied with their workplace and 70% say they have ‘the best possible job’.
77% of employees who went through a formal onboarding process were able to meet their first performance goals. However, 49% of individuals who failed to reach their first performance milestone had no official onboarding instruction. An onboarding survey can help you determine the effectiveness of your onboarding process.
In addition, your new employees might also have an inclination towards providing feedback as a part of the onboarding survey, which you will lose out if you don’t conduct the same. Research shows that only 26% of new employees recall being asked for feedback on their candidate journey and the hiring process before their start date wherein 91% of new hires are willing to provide this feedback.
Now that you understand the importance of an employee onboarding survey, let’s quickly discuss how to effectively run an onboarding survey.
You must coincide your employee onboarding survey with important milestones for the new employee in the organization. Mostly, these milestones coincide with the end of the first few months. Thus, you should circulate your onboarding survey after 30, 60 and 90 days respectively, with different objectives for each. Furthermore, you can send interim surveys in case you feel the need, for instance, when the employee starts a project, or when the orientation process is over.
“Effective employee onboarding isn’t about swag, stickers, & company value pamphlets on their desk the 1st day. But, how you help them understand their goals & how co values are interwoven in operating are more important.”- Suhail Doshi, founder and chairman of Mixpanel, Inc.
Based on the milestones or cadence you have set up, it is important to identify areas you would want to cover with each milestone. For instance:
In the first 30 days, you should focus on themes like:
In 60 days, you can touch on themes like:
By the end of 90 days, focus should shift towards:
Once you have decided the themes, you can start building questions, a snapshot of which is covered in the next section or you can download the template now here. The themes can be fluid across milestones, depending on the context for your organization.
Once the milestone arrives, you should roll out the onboarding survey and drive participation. It is important to explain to your new employees why the onboarding survey is important and how they can fill it up. Give them the requisite time, deadlines and communicate what will be the next steps to encourage them to participate.
Simply rolling out the survey is not enough. You must reach out to your new employees to remind them to fill the onboarding survey as amidst numerous new things, they might lose track of it. Don’t push too hard, yet send subtle reminders to get genuine responses. For instance: employee survey tools such as SuperBeings integrate with chat tools like Slack, Teams, Gchat to send personalized nudges to fill out the survey in the flow of work at set intervals as well as allows them to participate directly without switching context.
Unlock a wide array of survey questions and employee analytics. See how SuperBeings can help
Once your onboarding survey responses are in, slice and dice them to get insights into what your employees feel and leverage the data points to further refine your onboarding process to facilitate engagement, retention and advocacy from the beginning.
Taking cue from the section above, here are 50+ onboarding survey questions that you can leverage to gauge the pulse of your new employees as they complete different milestones.
You can also download these questions as a template and use it whenever you need. Click here to download
By now, it would be very clear to you that an employee onboarding survey can help you in multiple ways to create a high performance culture. It can enable you to augment retention, engagement, satisfaction and advocacy among employees to ensure that there is minimal turnover and you are able to attract high quality talent. Ensure that you roll out an onboarding survey at 30/60/90 days frequency to check onboarding experience, knowledge transfer, manager support, role clarity, etc.
You should focus on other forms of employee feedback on culture, training and development opportunities, level of engagement, manager effectiveness, workplace collaboration, work-life balance, among others.
Finally, you should focus on leveraging technology and automation to add efficiency and effectiveness to your onboarding survey and process.
Research shows, automating onboarding tasks resulted in a 16% increase in retention rates for new hires.
Thus, consider partnering with a survey platform which enables you to:
When it comes to performance management for employees, you would agree that feedback plays an important role. However, only offering positive feedback and appreciating the performance of your employees is not enough. You need to give them an equal amount of constructive feedback which is specific to ensure high levels of performance. If you feel that your employees may not embrace constructive feedback, think again.
Research shows that 92% of people believe that constructive feedback is effective at improving performance.
In this article we will help you understand how you can give constructive feedback and examples you can leverage.
Constructive feedback is essentially a tool that most forward looking professionals leverage to help others in their team with specific and constructive inputs on areas where one’s performance can be improved. Put simply, if you have an employee who doesn’t pay attention to detail, constructive feedback involves helping them acknowledge that this is a problem area, and more than that, enabling them with the support to overcome the same. It involves not only identifying a performance problem, but also, providing action items and ways to address the same.
Now that you have an understanding of what constructive feedback means, let’s quickly look at some of the top reasons why constructive feedback is important. Constructive feedback:
When delivering feedback, you must understand the difference between positive and constructive feedback and ensure that you use both of them where they fit the best. Here a quick distinction between positive feedback vs constructive feedback:
In a nutshell, positive feedback is a reinforcement tool, whereas constructive feedback is a mechanism to facilitate development.
With an understanding of the fundamentals of constructive feedback, let’s quickly jump to the best practices which can help you deliver constructive feedback in a nuanced and effective manner.
The first thing you need to focus on is ensuring that the timing of the constructive feedback is ideal. For instance, a busy period when the employee is putting in a lot of effort may not be ideal for giving them feedback about their performance from three months ago. At the same time, ensure that you provide constructive feedback regularly and consistently, to avoid recency or primacy bias. However, don’t offer feedback when you are angry about their performance either.
Before you get down to giving the feedback, set the tone. Share with the employee the purpose of the meeting and make them comfortable prior to sharing your reflections. It is important that you build trust so your employees can share their perspective and don’t feel intimidated by what you have to say.
Once the context and tone is set, start sharing your reflections. Your focus should be on sharing what you have observed about their performance. However, ensure that you also share how the same is likely to impact their career growth as well as organizational success. For instance, if you are providing constructive feedback about missing deadlines, you can use the impact of losing clients for the organization and a casual attitude marker for the employee.
When sharing reflections, use specific examples of when you noticed a particular behavior. For instance, in the above example, you can share instances of when the employee missed his/her deadlines. Ensure that you use examples which illustrate a pattern, rather than a one off incident, which is very uncommon. Furthermore, always use concrete examples and not interpretation of what you hear or see.
With constructive feedback, your focus should be on helping the employee improve their performance and work on their areas of development.
However, simply pointing out their weaknesses or negatives in their performance will not help. You need to also talk about some of the positive aspects of their performance and how those qualities can help them absorb and implement their constructive feedback.
Emotional intelligence is extremely important when delivering constructive feedback. You cannot be apathetic towards your employee when delivering the same. Put yourself in their shoes to choose your phrases carefully. We will share some examples in the next section. Also, use your EQ to read the situation when you are delivering the feedback. If you see that the employee is getting uncomfortable, take a pause and comfort them first. Read their gestures and body language to ensure that the employee is not feeling attacked.
Like it or not, constructive feedback involves pointing out one’s weaknesses and areas of improvement. However, you should refrain from equating the performance of the employee with his/her personality or whole self. For instance, if someone misses deadlines, encourage them to be more organized or prioritize important work, than labeling them as a procrastinator.
While you are delivering the constructive feedback, you have to make sure it is a dialogue.
The idea is to give the other person enough room to share their side of the story.
Try to understand whether or not they agree with your feedback and how they perceive the same. They may share the lack of support or resources, which have resulted in a weak performance. Be open to some reverse feedback as well. Again, your EQ must be at play here. If your employee has an outburst, or reacts negatively, you need to stay composed and calm them down.
Once you and your employee are aligned on the areas of improvement, the most important part of constructive feedback is to provide adequate solutions to address the performance challenges. Don’t give abstract or vague solutions like be punctual if the employee misses deadlines. Rather, give very specific and action oriented solutions which are directed towards a particular outcome. The idea is to collectively understand the cause of the weak area of performance and use concrete solutions to remedy the same.
Now that you have shared some potential solutions, you must revise the top action items with your employee to avoid any confusion. At the same time, you should focus on creating a time bound plan with key milestones to ensure that development is taking place. Summarize what was discussed and how you will proceed from there. Best is to set up a date to review the progress to ensure constructive feedback is paid heed to.
Read our article on Start Stop Continue Feedback to give action oriented feedback
Here are top 20 constructive feedback examples that you can use during your next conversation. To make your constructive feedback more effective, we have also illustrated examples of what you should steer away from.
I would really like to know how you have progressed on the tasks assigned to you last month. It would be ideal if you could share a progress update on what has been achieved with a small summary of challenges/ support needed at the end of every week to ensure everyone is on the same page.
You have not kept your team updated about your work, this is highly unprofessional.
I was going through the work you submitted last week and I can see you have put in a lot of effort. However, I could see that there were some small errors and inaccuracies in the report across multiple sections. I believe that if you proofread your work thoroughly before turning it in, it will reduce the number of iterations and improve your quality of work.
You seem completely distracted as you have been submitting flawed and below average work, this will not be tolerated.
I understand that you are working on multiple projects, however, you need to ensure that the most important projects are not overlooked and their timelines are not missed. Therefore, I would suggest you create a list of tasks you are working on and check with the respective reporting managers on the priority and set clear expectations to ensure that no deadlines are missed.
You have missed your deadline again, it seems like you are not serious about you work.
I see that you have been able to achieve only a part of the goals that you set out for this year. Maybe you were trying to spread yourself too thin. I would suggest you reduce the number of projects you are working on and ensure that the goals you set you are able to achieve. Furthermore, you must be vocal about the support or resources you need to achieve your goals.
Are you even serious about your work, your level of goal achievement indicates otherwise.
I see that you have been taking some time off lately, without any prior intimation. Let’s try to understand if there is a particular reason for the same. We can work on your schedule to make it more flexible.
You have been missing all meetings lately, this tardiness is not appreciated.
I see that you are excellent at execution of ideas. However, I believe that you need to focus more on coming up with solutions on your own. I would suggest participating more in the brainstorming sessions and coming up with solutions. Try to think on your own, before you reach out to others with the problem.
You lack any problem solving capabilities, and will be stuck to execution for the rest of your career.
Constructive feedback is integral to organizational success. Here are a few things to keep in mind:
While performance management has been a key priority for organizations, for a long time, year end reviews were considered to be the most effective way to facilitate the same. However, recently organizations are observing a shift towards continuous performance management with an introduction of the performance management cycle. This article will focus on different aspects of the performance management cycle and how it enables unlocking the potential of high performance teams.
Before going into the diverse aspects, you should first understand what a performance management cycle essentially is. If you have an idea of what continuous performance management is, you’re already a step ahead in the understanding. Performance management cycle primarily is a way or a model in which you evaluate or focus on the performance of your employees throughout the year. The idea is to break down the different elements of employee performance into different stages and focus on them consistently. It starts with setting goals and ends with rewards for a job well done, which leads to setting of new goals and the performance management cycle resets.
While you may want to divide your performance management cycle into any number of stages, mostly there are four stages.
The first stage, at the very beginning of the performance management cycle, focuses on creating a plan for the performance ahead. The idea is to have a clear understanding on what your employee must achieve and how you will eventually review and evaluate them. During the planning stage, you and your team member, collectively should:
Thus, the planning stage of the performance management cycle sets the tone for the year ahead and ensures there is clarity at all levels.
Once the goals have been set in the planning stage, you enter the monitoring stage of the performance management cycle. This stage essentially focuses on ensuring that things are moving as planned. The idea is to ascertain that your team members are more or less on track for specific milestones outlined as a part of goal setting. Additionally, this stage will help you address any performance challenges that you may observe, sooner than later. Monitoring stage includes:
The monitoring stage essentially focuses on tracking the performance of your employees against the set goals to provide constructive feedback and help them perform better.
The third stage of the performance management cycle comes into existence towards the end. It involves reviewing the performance and providing ratings based on the established KPIs and metrics. While this is the formal review process, if you have been constantly monitoring the performance of your employees, this will essentially be a consolidation of all the reviews and feedback shared overtime. While delivering performance reviews, ensure that you:
Since you have been connecting regularly with your employees, the reviews will not come as a surprise to them, but will help you monitor the trends of their performance and guide the next stage for the employee’s professional growth.
Finally, the rewarding stage in the performance management cycle acts as a culmination to one cycle and sets stage for the commencement of the next. The objective is to take into account their performance over the performance management cycle and create a culture of rewards and recognition to celebrate and appreciate high performance. Some of the quick ways to reward your employees include, giving them:
This stage is important to make your employees feel valued and motivate them to keep the performance going. It will also push average performers to step up their efforts and enable you to create a high performance culture.
Now that you understand the various stages of a performance management cycle, let’s quickly look at why the performance management cycle is important for your organization. It will help you:
In addition to the above mentioned benefits, a performance management cycle can help you build a high performance culture in a number of ways. Some of the top aspects include:
What constitutes high performance can be abstract. For some, closing 5 deals can be high performance, for others, it might be closing 15. Planning stage in the performance management lifecycle will help your employees understand what constitutes high performance and thus, proceed towards it.
A key part of the performance management cycle is the rewards and recognition. When employees feel their performance is being valued and recognized, they tend to double up their efforts, leading to a high performance team.
Monitoring and tracking followed by 1-o-1 conversations can help you communicate with your employees regularly. Not only will you track their performance, but will also listen to their concerns or challenges and offer them feedback. Such conversations and feedback have a positive impact on performance, leading to a high performance culture.
One of the foundations of high performance is enabling your team members to undergo the right training. Performance management cycle can help you understand which training is important for your employees at which performance stage, realizing high quality results.
As a manager, there are several ways in which you can unlock the true potential of a performance management cycle. You are one of the key stakeholders who plays an important role in every stage of the cycle. Here are a few tips that can help you augment the effectiveness of the performance management cycle:
A performance management tool can significantly help you streamline your performance management cycle by offering the following benefits.
Get automated performance snapshots of your employee’s performance over the 9 box grid to track performance trends over time and provide reviews without recency bias.
Leverage guided templates with AI based suggestions for your 1:1 conversations with employees during the monitoring stage based on performance over time. Receive suggested talking points for goal-centered conversations.
Look at historic feedback to see improvement in performance and compare performance over time. You can also compare performance of peers over specific parameters.