Blog Post

    Employee orientation & integration: 6 secrets from top companies

    What do the most successful organizations, those top-of-the-food-chain businesses that seem to transform their employees into gold, do differently than your average business?

    You’ve heard the stats: organizations that onboard their employees experience 50% greater new hire productivity than companies that don’t. More than that, It turns out that many of the star organizations have similar behaviors and priorities in common when it comes to employee orientation.

    We’re sharing these secrets below to help take your employee orientation to the next level.

    Secret #1: Top companies aren’t afraid to invest

    Roughly 35% of companies spend nothing on onboarding, according to HR Bartender. That’s right—more than 1/3 of organizations devote thousands of euros to recruiting talent, only to watch approximately 20% of their new staff turnover within 45 days. Hear that? It’s the unfortunate sound of productivity coming to a screeching halt.

    Compare this to the most engaged organizations, which view employee orientation and integration as an investment rather than a wasted cost. For instance, U.S.-based Quicken Loans guides employees through 350 hours of training time per year on average, and sees a minimal 13% turnover rate.

    In fact, this trend is apparent among top companies in all industries; they commit an average of 57.7 hours to employee training compared to just 30 hours of training at middle-of-the road companies. That’s a whole lotta new hire love! 

    Secret #2: They don’t wait until day one

    Do you remember the old adage: “Early is on time and on time is late”? Consider it the best motto for employee onboarding and integration.

    Aberdeen reports that top companies are 53% more likely to start onboarding new hires before their first day. This involves everything from completing all necessary paperwork so that new employees have a fun day one to scheduling time for discussions about company culture and goal-setting.

    Tip: Managers, learn exactly what to prepare before day 1 using our new hire checklist. Download the Onboarding Milestones guide now.

    Secret #3: The long game is the only game worth playing

    Like good wine, employees need some time to settle in and hit their stride—typically about 8 months, according to Harvard Business Review. While average companies try to rush the process in an attempt to see profits sooner, top organizations are willing to slowly cultivate talent over a longer period in order to achieve lasting success.

    In fact, 69% of professionals are more likely to remain with a company for at least 3 years after undergoing lengthy, effective employee onboarding. 

    Secret #4: They create structure

    Some days you don’t even have time to go to the restroom, much less focusing on onboarding new hires. A structured program ensures that things don’t fall by the wayside. At LinkedIn, for instance, every new employee receives a New Hire Roadmap that breaks down their goals and training schedule into manageable chunks for the first month. 

    Secret #5: Fun is all part of the plan

    Onboarding is serious work… but it doesn’t have to feel serious. Let the games begin! Errr, gamification that is. Top-notch companies already use it to promote positive behavior, encourage achievement, and build culture. Did we mention that it’s also just a lot of fun?

    Learn more about how to inject some play into your work by reading our guide to gamification here. 

    Secret #6: They reach out for help

    Friends don’t let friends struggle with onboarding. At least, that’s what industry-leading companies believe. They’re not afraid to reach out for help when they need it, especially if their HR or talent acquisition departments are too overloaded to create an effective, customized onboarding plan.

    You don’t have to do it alone. Learn how to revolutionize your employee onboarding for a new decade with our latest whitepaper.

    Talmundo Onboarding Whitepaper 2023 CTA

    Topics: Onboarding
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