Do you remember what you wanted to be when you grew up? Are you currently pursuing that career or doing something completely different? It is fairly normal for today’s generation to change what they want to do in life, but this is a trend that is becoming increasingly apparent for all ages across the job spectrum.
According to research, half of hourly workers leave their jobs within the first 120 days of employment. On top of that, managers begin new jobs every two to four years on average. And as a whole, 25 per cent of the working population undergoes a career transition each year. As a result, it is fair to say to say there is no such thing as a ‘job for life’ anymore.
But why are so many people deciding to leave their posts so hastily? Certain employment is seen as mere experience or a stepping-stone to something better. Some people get bored with their chosen profession and feel like a career change or new challenge. However, a lot of the time it is because staff are not prepared enough or equipped with the right skills to enjoy and carry out their job effectively.
Therefore, employers need to do more to ensure new members of the workforce don’t leave before they got going. While some may look to implement a more rigorous and thorough recruitment process, another option is onboarding.
Onboarding refers to the process of helping new employees get up to speed with the social, cultural and performance aspects of their job and the company. This orientation will teach new hires about attitude and behaviour along with the skills and expertise required to succeed.
If members of staff feel welcome, confident and as comfortable as possible early on, then they have a better chance of hitting the ground running. The company’s objectives or mission can be achieved faster and more effectively.
It might not sound like an alien concept, as numerous organisations have introduction days or induction training, but it is the comprehensiveness of onboarding that can make all the difference.
Certain companies prefer to throw new employees in at the deep end and encourage them to use their own initiative, figure out what is required and learn on the job. Others have formal onboarding programs, which are structured and systematic in their approach to teaching. A lot will depend on the type of company or hierarchy, but disregarding the significance of onboarding could dramatically increase employee turnover.
Regardless of your organisation’s size, shape or sector, there are several best practices for onboarding that everyone can adopt. Therefore, think about introducing some of the following when a new member of staff joins the business.
Current figures and statistics relating to employee turnover rates can be a little disconcerting for business leaders. With so many new hires leaving their posts within a short period of time, fingers are usually pointed at the recruitment process.
However, onboarding is often overlooked, even though it can make a huge difference in keeping employees interested, engaged and focused on their jobs. Thankfully, implementing some sort of casual or formal orientation doesn’t have to be a difficult or troublesome process.
From giving new hires access to teaching material before their first day to introducing speed retention over time, Wranx possesses the tools to assist any onboarding program.