As a new consultant at Gagen MacDonald, I understand the importance of transitioning to a new workspace. It is a process that takes time and energy on the part of the employee and the company, but when executed properly it can lay the foundation for a lasting, mutually beneficial relationship.
If new employees are not given the right tools to work with, then how can they be expected to live up to their full potential?
While my initial days at the firm were informative and welcoming, I was surprised to learn that many companies miss the step in integrating new employees to their overall business.
In a recent article by alliedHR IQ entitled “Employee Turnover Caused By Bad Onboarding Programs,” they discuss some of the findings from the 2012 Allied Workforce Mobility Survey around the new hire process. I was alarmed to find that while the average company invests $11k to fill one position, employees are often left to navigate their new jobs with minimal guidance when they show up on day one.
In an era of cost-cutting, short sighted managers often undervalue the benefit of increased spending on training their new hires, choosing to instead deal with it later when employee turnover occurs. If new employees are not given the right tools to work with, then how can they be expected to live up to their full potential?
As one of the cornerstones of the onboarding process, training seems to be a logical next step for new employees; however, survey findings indicate that, “25% of companies said their onboarding program did not include any kind of training.”
From a new employee perspective, this seems hard to believe, particularly when the proper training can be so valuable. Procedural training is helpful in enabling new employees to understand their daily tasks and responsibilities. This is furthered by giving new hires a full understanding of the corporate culture, providing the framework and context in which they will do their jobs. Some companies may find classroom or online education most beneficial, where others might take a more open and social approach by setting up discussion groups in more casual settings.
Regardless, structure around this transition is essential. While onboarding will vary from business to business based on the needs of employees and the capabilities of the company, it should go hand-in-hand with the new hire process.
