One-third of new employees are already hunting for a different job within six months. To stem the tide of employee turnover, turn over your onboarding process. We’ll show you how.Scroll Down
It’s the stuff of Human Resources (HR) nightmares: Recruit. Screen. Interview. Negotiate. Hire. Train. It’s a huge investment. And then that investment starts Googling: “How bad will it look on my resume if I leave a job after eight weeks?”
Something, somewhere, went awry between the time they accepted your job offer and the time they started working for you.
So what can you do? It’s not only about getting the right person in the door. It’s also about what you do once they’re there.
Each of these four factors impact employee turnover but that’s not all. They also influence what’s called time to performance, otherwise known as how long it takes before a new employee is up to speed and performing at peak capacity.
Translation: There’s a lot at stake here. And nailing the onboarding process is a little more in-depth than leaving a chocolate bar on their desk on the first day.
That’s where we can help. BI WORLDWIDE Canada’s (BIW) fast start onboarding program is specifically designed to reduce employee turnover and speed up time to performance.
Recognizing the cost of employee turnover (and the prevalence of it within the first few months of employment), our onboarding engagement strategies begin before a person is hired and continue through their first year of employment—and beyond.
We even go a step further to make sure our fast-start onboarding strategies fit seamlessly into your existing recognition program (think: certification, badges, and awards to support learning objectives and reinforce key behaviours).
The logic is simple: A successful employee onboarding strategy creates, develops, and sustains an emotional connection between employees and your brand. And that translates into higher performance, lasting loyalty, and outstanding customer service.