Elevate your business with onboarding_

    Download the extended guide


    What does “elevate your business” mean? 

    Elevation is about capturing learnings and key measurements, both positive and negative, from your new hire journey and applying them for increased business success.

    By now, we know that onboarding is a great strategy to improve retention, shorten time-to-productivity, and foster engagement. But to see just how much onboarding influences these, we need to measure and improve.

    Here’s the problem—55% of organizations don’t measure the effectiveness of their onboarding programmes at all.


    On top of this, there’s a difference between knowing that something is important, and measuring how it is influencing your business.

    Such as: 33% of organizations agree that reducing “time-to-productivity” is an important goal for their employee onboarding programme, yet only 7% measure it.

    Currently, most organizations struggle with what to measure and have no clear systems in place to accurately capture and analyze data.


    How do we elevate with onboarding?

    Organizations with best-in-class onboarding measure, at a minimum, engagement, time-to-productivity and retention.

    There is no “catch-all” definition of what a good or bad result is when measuring these key metrics—there are a number of variables specific to your organization to take into account.

    Start by identifying your own industry standards.

    This is especially relevant when measuring retention. The average turnover rate across the modern workforce sits at around 10.8%—but when you dive beneath the surface the reality is a little different; high average turnover of around 13.8% within the tech industry drives this average up. So if you’re not in the tech business, measuring your own performance against this number isn’t realistic.

    Engagement and time-to-productivity are harder to measure than retention— so it’s necessary to create your own definition of success and identify metrics that will best inform this definition.

    2 ways to measure engagement:


    • SIMPLE
      Keep track of how many new hires, on average, interact with your onboarding content.
      Monitor job satisfaction, alignment and sense of future with a new hire survey.

    2 ways to measure time-to-productivity:


    • SIMPLE
      Have Managers declare a “full productivity” date for every new hire.
      Create an in-depth quiz and deliver it to all new hires at the end of each of their first 3 months.

    Once you’ve defined which metrics are relevant to your organization and mapped how you will track them, you can build a base-line and start improving. Give yourself sufficient time to let your new initiatives take effect. You want a strong data set to draw from before you start analyzing the results.

    We’re looking for trends, both positive and negative, across your key metrics.

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    What does elevation look like?

    You identify that only 45% of your new hires are logging into your online onboarding portal, meaning more than half of your onboardees are missing out on all of the great content you’ve created.
    You notice that after extending your preboarding period for employees in your software department, direct managers started reporting that new hires were hitting full productivity up to 3 weeks earlier than in previous years.
    Your organization is seeing unusually high employee turnover within the first 6 months of employment.

    You transfer all mandatory new hire paperwork, including remuneration forms, into your onboarding portal—essentially making logging-in a compulsory activity.

    Activation rate jumps to 98% and you see the traffic on your content steadily grow as your new hires explore the portal
    You start engaging other departments and begin to plan the roll-out of an extended preboarding period across the rest of your organization.
    You create a check-in survey delivered to all employees after their first week, month and quarter with the company. You find that while new hires highly value “one-on-one time with a direct manager”, manager interaction was severely diminished after week 1.

    You decide this is a good place to start and begin working with managers to find additional one-on-one time for onboardees.


    How you can elevate your business with Talmundo

    Reap the rewards—uncover insights and leverage data to make informed decisions with our best-in-class analytics.


    Data informed_

    • Gather measurable data through pulse checks, forms, and survey functionalities to identify potential leavers, boost retention and gauge productivity & engagement.

    • Know the facts and make informed decisions.

    Internally benchmarked_

    • Compare the effectiveness of your journey across departments and offices.

    • Measure-up against the world’s best enterprise companies and learn from their successes.


    • Be confident of continued success with the full support of our developer team.

    • Grow and develop with Talmundo’s Onboarding Academy.

    • Benefit from the expertise of our in-house team of Onboarding Experts.

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    Want more? Download the extended guide today