Effective Onboarding and Development

Effective Onboarding and Development

Effective Onboarding and Development ONBOARDING AND DEVELOPMENT What it Means After all the trouble taken to hire the best candidate for a position, onboarding and orientation are frequently minimal and inadequate. Yet, good onboarding is an effective retention and engagement tool, whereas poor onboarding can drive out newcomers within months of their hire. HR can increase retention of new hires by providing resources to support effective onboarding across the organization.

Professional development is a major asset for managers wishing to reward their top talent and to prepare them to be future leaders. The opportunity to develop professional and leadership skills is among the most important of all organizational rewards.

Effective Onboarding and Development

HR can help to increase retention of top talent by implementing a promotions system that rewards strong performance with robust professional development opportunities.

Why it Matters

• Onboarding is an opportunity to build engagement and capitalize on a good hire • Retention increases when onboarding and professional development practices are

improved • Strong professional development supports retention and creates a pipeline for future

leaders

“Talent and development is not only about developing and growing leaders but also testing the best with complex and challenging stretch assignments.”

Bill Conaty

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Effective Onboarding and Development

WHAT IS ONBOARDING?

During traditional orientations, a new employee reviews benefits and company policies, and signs reams of documents. While these procedures may be necessary, employers are increasingly realizing the need for a more comprehensive onboarding process. New hires need a framework to understand their role, interaction with their manager and team, and an introduction to the company’s history and culture.

Orientation is an event; onboarding is a process that continues over time. Good onboarding is an effective retention and engagement tool, but conversely, poor onboarding hurts retention, reduces engagement, and adds the cost of making more new hires. The most critical period, when new hires are most apt to leave, is the first three to six months in the job. A 2017 Korn Ferry study found that between 10% and 25% of newly hired workers were gone within six months. Onboarding should help new hires adjust to the organization, understand their new job, and know where to find support.