Onboarding Employees to Increase Retention
There’s a buzzword doing the rounds on the startup scene these days: Engagement.
Engagement can be described as the ratio of users or clients who are actively interacting with a product. So in the case of Twitter, for example, an engaged user is one that is actively tweeting retweeting, or creating content for the platform in general.
Engagement drives a business’s bottom line. Low participation is what happens with “fake followers” or social media accounts that have purchased their user base instead of growing it organically. The result is an inflated follower count consisting of people who don’t interact with posts, add comments or share.
So what does this have to do with a company’s internal human capital?
It’s no surprise that one of the most important groups of people you need engaged are your employees. A disengaged employee will slow down progress for everyone else in a project.
However, there is a way to increase employee engagement and retention. And it starts on day one.
Upon hiring a new employee, some companies run them through a short introduction, asking basic questions like “Do you know how to use Github?”, assign them a desk, a computer, and a task, and hope they hit the ground running.
Studies have shown that a proper onboarding process can increase retention across an organization. So it’s surprising it isn't something that's as pervasive across the industry as it should be.
So what does a proper onboarding process look like? Here’s what your method should be.
First thing’s first. Make sure you have every piece of information you’ll need from your new employee so that it is all easily accessible in the future.
Send a welcome e-mail to the new hire. This message helps with making them feel at ease in their new environment. Make sure the employee knows you’re available for questions.
Make sure the employee has read and understood the new legally binding working contract. Make sure they have their own copy of it, and you’ve answered all relevant questions they have.
Your company might be in a building that requires security clearance or a keycard. Anything from key codes to parking permits should be sorted out before that first day of work comes along.
All new employees should be given access to the communication tools used in your company. Slack is by far the most common of these. Introduce the employee to the system, and provide them with a rundown of the channels they will need to be paying attention to.
Project Management System
One of the most critical processes in a company has to do with project management. There is a multitude of tools available in the market for this purpose. New employees must have an account set up on the very first day of work, and they should be taught what the expectations of usage are.
Knowledge Sharing Tools
These are easy to forget but essential for a proper onboarding process: Dropbox, knowledge bases, and shared documents need to be available with the right permissions.
It’s important to send a list of essential login details such as backend APIs, analytics tools, and other similar services.
If there is any product-specific documentation available at the company, this should be made available as soon as possible for the new hire to familiarize themselves with.
First Day Onboarding
A new employee’s first day is arguably the most important one when it comes to deciding employee retention rates. The first day of work should be spent familiarizing themselves with the environment.
The environment in question includes the layout of the building, teammates and colleagues, as well as getting a general feel for the workflow.
The first day is also the perfect day to set expectations and come up with basic goals.
Allow the employee to set up their workstation and familiarize themselves with any proprietary software you use.
First Week Onboarding
The period after the first week should be a week of evaluation and reflection. The new employee should have, by now, been given their first project to begin working.
During this period, one to one interviews with members of their direct team is also encouraged, as are meetings with a direct supervisor, or mentor, to make sure that what they’re doing is having an impact.
First Month Onboarding
The tail end of the onboarding process consists of reviewing the work the employee has done. It is the company’s responsibility to verify that the employee is meeting goals and setting priorities correctly.
The above is just a template of what an onboarding process could look like for your company. At Jobsity we make sure our employees have all the tools necessary and the knowledge they’ll require before they’ve started working. We believe it is our responsibility to ensure a smooth welcome for each of our employees so that productivity can remain at an all-time high, regardless of how long they’ve been working for us.