3 Ways to Optimize the Onboarding Process: Don’t Leave New Hire Training Up to Chance

job training

The data on employee retention is clear. The first 90 days on the job are absolutely crucial. By the end of the first three months on the job, many employees have already decided whether or not they are going to stick with the employer long-term.

Considering the sizeable cost of hiring new talent, this should be concerning to organizations. But despite the high level of attrition and the importance of those first 90 days, organizations are not doing enough to ensure employees have a good experience during that make-or-break time period.

A major factor contributing to employee turnover is insufficient training and a lack of career development. Employees demand value from their organizations that extends beyond financial requirements.

Therefore, we have to move away from the mindset that we did our employees a favor simply by hiring them, and remember that they can find a new job if they don’t find their current one fulfilling.

The way we stop our best employees from heading out the door is by making sure our managers and HR teams are given the proper training and resources they need to train new hires. It’s a mistake to leave the onboarding process up to chance by assuming managers already know how to implement it.

Here are 3 ways organizations can ensure a positive onboarding experience:

1. Hold their hand throughout the process

Don’t be afraid to spoon-feed your management team or your new hires. Even employees who come in with experience require some form of on-the-job training. Getting it right is critical if you want them to stick around, so arm your managers with a training manual that outlines exactly what the first thirty to ninety days on the job looks like. This way, your managers will be prepared to better educate your new hire about what what to expect.

2. Institute a buddy system

If you’ve ever gone swimming or camping, you probably understand this concept already. Have your new employee shadow someone who has been with your organization for a sufficient amount of time. Be sure to pair your new hire with someone who is experienced, patient, and communicative. In the old days, people used to work as apprentices under those well-versed in their crafts. It’s the same idea, and it works now just as much as it ever did.

3. Make it a Team Effort

Don’t solely rely on HR or the job training sessions. Make sure every team member is involved. Create an environment where new hires feel comfortable asking questions. Often, new employees are too afraid to ask questions for fear of seeming incompetent. The rest of your team needs to be aware of this and able to answer questions that may not have been covered in the job training program.

While all of these ideas may sound cumbersome, they will save your new hire from making unnecessary mistakes, bolster the morale of your employees, and save you the time and money it takes to recruit new hires.