How can we double in size quickly? How can we handle high turnover in an agile way? How can we create an amazing experience for new employees? Accelerated growth brings many challenges and requires a digital, efficient, scalable, and assertive onboarding process.
Instead of setting new employees up for success, many organizations with inadequate onboarding processes are setting the stage for an early exit.
"Only 12% of employees strongly agree that their organization does a great job integrating new employees. And turnover ranges from 20% in the first 45 days on the job to 50% in the initial 18 months." GPTW 2019.
Not to mention the cost of integrating a new employee. It is estimated that it will cost the company 6 to 9 months of an employee's salary to identify and integrate a replacement.
According to Gallup,
"Employees who strongly agree that their onboarding process was exceptional are almost 3x more likely to say they have the best job possible. If you want exceptional employee outcomes, you must have exceptional onboarding. Average doesn't count."
While the importance of onboarding is on the minds of many business leaders, when we talk about the application, things change. Companies, in general, have underestimated the complexity of the digital transformation of implementing a digital onboarding, building ineffective approaches that have generated more harm than good, and have underestimated the costs of implementation.
One of the most common mistakes includes the naive assumption that simply by buying an LMS - or investing in any of the sophisticated tools in the burgeoning technology market - results will somehow be achieved.
Building a good onboarding experience for new employees, whether to meet the challenge of growth or high turnover, demands building a digital onboarding to develop a journey:
Scalable, integrated, and customized:
A fully digital, customized process through adaptive didactic sequences that adjust the journey of the new employees according to their wishes and needs.
That it offers a meaningful experience:
Addressing relevant knowledge for each employee to facilitate integration into the organization and its culture; with a special focus on that knowledge needed to support their professional success in their new role.
Promoting engagement and participation:
Where knowledge is no longer static and made by others, but dynamic and enriched by the participants themselves.
Co-built and based on knowledge management:
In a groupop learning journey that promotes knowledge born from reflection on one's own practice.
Data driven:
A process that moves beyond "guesswork" in educational decision-making, evolving to "evidence-based thinking" in an iterative process of continuous improvement, based on data and indicators.
Want to know more? See the case of Digital Onboarding in Take Blip.
