Depending on the sector of activity, between 20 and 30% of employees leave their employer in the first six months after being hired!
Whose fault is it? In a lot of businesses, the integration phase (or onboarding)) is highly neglected, with the recruitment process often ending with the signing of the employment contract by the new recruit.
However, welcoming a new employee into your team is not limited to giving them their badge, their PC and introducing them to their new colleagues. Onboarding requires a thorough organization and thinking. It involves a structured process that helps the new employee adapt to the company culture, understand their responsibilities, and feel valued from the start.
→. In this article, find out How to successfully complete the onboarding phase to make it a real performance driver.
What is onboarding?
Welcome on board! Onboarding - or integration process - refers to all the actions implemented by a company or to welcome and integrate a new employee into its teams.
This process starts as soon as the employment contract is signed and often extends several months after the arrival of the employee.
🎯 The main objective of onboarding ? Familiarize the new hire with the culture of the company, its values, and the expectations related to the position. Successful onboarding contributes to creating a positive and memorable first impression, essential for promoting the engagement and retention of talent in an environment of labour shortage in many sectors of activity.
📊 58% of employees who have benefited from a structured onboarding process are still with the company three years later.
Why implement an onboarding process in your company?
One Fast and effective onboarding has a significant impact on the satisfaction of your employees and on the quality of their work. Here are some of the many benefits of good onboarding:
- Productivity improvement: Well-organized onboarding allows new hires to get up and running more quickly. This results in increased productivity from the first few days, which is often linked to greater job satisfaction.
→ A well-orchestrated onboarding process can increase the productivity of new employees by up to 54% after their first month!
- Reduction in turnover : According to studies, 45% of resignations occur during the first year. A well-structured onboarding can increase by 58% the chances of a new employee staying with the company in the long term.
- Long-term employee commitment : Good onboarding promotes a sense of belonging and commitment among new hires. Onboarding can be seen as Basis of a positive relationship and healthy between the employee and the company.
- Increase in employee satisfaction : According to a survey by BambooHR, 88% of employees say that their onboarding experience directly influences their job satisfaction. A well-designed onboarding process allows new hires to feel valued and supported from the start.
- Impact on employer brand: Companies that implement a solid onboarding process strengthen their image as an employer. This not only attracts new talent, but it also contributes to the satisfaction of existing employees, who feel valued and supported.
👍 A study conducted by Gallup reveals that employees with structured onboarding are 69% more likely to stay with the company for three years or more.
What are the challenges that your company may encounter during onboarding?
An obligatory part of any recruitment process, onboarding can however be complex to implement. Some of the most common challenges include:
- Lack of time: Managers are often overwhelmed and have little time to devote to integrating newcomers. This is the main reason why most onboarding is Sloppy ; we are content with a few meetings, a few on-to-one interviews, access to the Intranet, and we expect that - As if by magic - the new recruit is operational.
- The lack of resources: Businesses don't always have the tools - training in particular - and the resources needed to set up an effective onboarding process. HR services sometimes operate with a small number of employees, whereas more than twenty employees, it would almost be necessary to have a position dedicated to welcoming newcomers!
- The lack of personalization in onboarding: Onboarding programs are often too much standardized and do not take into account the specificities of each profile. This generic approach can be particularly problematic for field teams, who have unique needs and challenges.
👎 It can cost you a lot! A failed integration costs an average of 7,000 euros per employee. This cost can include lost time, lost productivity, and the cost of hiring a replacement.
The key steps for successful onboarding
To ensure a successful onboarding, here are the key steps to follow:
- Pre-boarding
The onboarding process is off to a good start front the first day of work. The pre-boarding phase includes actions taken between the signing of the contract and the actual start of the position. During this period, maintaining contact with the new employee helps to inform them about the company, its values and expectations.
- Preparing for the arrival of the new recruit
You don't have to wait until the day before a new recruit arrives to think about onboarding. Anticipate its arrival by carefully planning its first few days. Make sure their work environment is ready and welcoming: prepare the necessary equipment (desk, computer, badge) and inform the team to announce the arrival of the new employee.
Using a checklist can be particularly useful to check that everything is in place and that nothing is forgotten.
- Welcome on D-Day
The first day should be carefully planned to create a cozy atmosphere. A physical welcome with a welcome booklet or a Welcome Pack, as well as a meeting with team members over a welcome meal, contribute to a successful integration.
💡 It is also important to schedule meetings with the right people within the organization, including managers and key colleagues who will play a role in the new employee's career path.
- Initial training
Offering appropriate training from the start is essential to familiarize new recruits with their tasks and tools. This includes sessions on internal procedures, software used, and specific expectations.
💡With the possibilities offered by e-learning, you can offer flexible and interactive training that is accessible at any time, thus facilitating integration.
- Mentoring and coaching
Appointing a mentor, sponsor, or referent within the team facilitates the integration of the new employee. This mentor is available to answer questions and provide practical advice throughout the integration process.
- Regular follow-up
Good onboarding doesn't stop after the first week. Organizing regular follow-up points makes it possible to assess the progress of the new employee, to gather his impressions and to adjust the integration process if necessary. These debriefings anticipate any potential problems and ensure that the newcomer feels supported in their new role.
>> For more information - Read our article: What are the key steps for a good onboarding? <<<
Why use an LMS platform for onboarding?
La Transmission of knowledge is one of the fundamental pillars of onboarding. The challenge is to quickly integrate the essential knowledge needed to get the job done, while getting to the point and personalizing the experience.
The use of a platform LMS (Learning Management System) for onboarding has several advantages:
- Centralization of resources : An LMS makes it possible to combine all training content in one place, thus facilitating access to the necessary information for the new employee.
- Flexibility : LMS platforms offer the possibility of taking training remotely and at your own pace, which is particularly useful for companies with geographically dispersed teams. This flexibility is essential for field teams, who can thus access training even when they are on the go.
- Performance monitoring : Thanks to integrated analysis tools, it is possible to measure the commitment and progress of new hires, allowing the integration process to be adjusted if necessary. It also ensures that the field teams are well prepared before to go to the field.
- Personalization : An LMS makes it possible to create learning paths adapted to the specific needs of each new employee, which promotes more effective integration.
→ For example, maintenance technicians can receive training specific to their roles and the situations they encounter on a daily basis, while sales representatives can benefit from modules dedicated to sales and customer relationship management.
- Standardized knowledge : Using an LMS ensures that all new employees receive the same information and training, which ensures a uniformity of knowledge and skills within the company. This is especially important for field teams, where a shared understanding of procedures and best practices is crucial for the smooth running of operations.
Conclusion
Successful onboarding of your new hires is essential to ensure their long-term commitment and loyalty. By implementing a structured process that includes key steps such as pre-boarding, a warm welcome, adequate training, and regular follow-up, you maximize your chances of success.
Take advantage An LMS platform in this process can greatly facilitate access to the necessary resources and improve the overall experience for newcomers; investing in effective onboarding is not only beneficial for new hires but also for the overall performance of your business.
