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What is the perfect onboarding vision you have? Your new employees catching up with the speed quickly and embracing your corporate culture? Above all, they are motivated to contribute to the bottom line? Everyone has this vision. It sounds perfect. But achieving this is not simple at all. The reality is that onboarding new employees successfully for long-term productivity and happiness can be challenging.

Studies have shown that full-third of external hires does not stay in an organization after two years. Also, one-third of employees who are employed for not more than six months in their current jobs, are already searching for new jobs.

It’s not possible to engage new employees with few days of orientation. Continual and reinforced learning environments can help you to engage new employees and get them off to a quick start.

Following are four strategies to make your onboarding process productive:

Provide more time for learning –

Corporate learning, after the initial orientation, happens slowly with time. Such learning is relational and includes concepts such as role relevance to the company, on-the-job training, performance expectations. Extending the onboarding program will help new employee to –

  • better understand and retain learning with data learned in small chunks over time

  • boost performance as employees get enough time to understand their job and company

  • get higher retention rates from continuous learning that hold employees engagement

Integrate learning through others –

Adding a personalized approach to an extended onboarding program improves learning retention. This is because people tend to learn more naturally and easily with one-to-one communication. Following are the benefits of in-personal, collaborative learning –

  • improved data retention

  • coming face-to-face with someone demands attentive listening, feedback, and results in a more efficient experience

  • help employees to better understand the company’s culture

Guide the learning –

It’s great to extend the onboarding processes and include individualized on-the-job training, using HR management software. Like classroom learning, providing a structure to any hands-on or informal learning. Building a guided workflow for your onboarding program assures that learning is productive and continuous. Guided onboarding programs provide –

  • on-demand training videos and articles

  • check-ins and evaluations to measure progress

  • a definite end-point to a program that allows employees to focus on achieving their goals

Gauge, impact, emphasize, and scale –

Results can be measured easily when you focus on keeping a track of these metrics at two levels – employee level and program level. An effective onboarding strategy can help you calculate the program performance and collect participant feedback. Studies show that companies with a standard onboarding program saw –

  • 19 percent higher new employee engagement

  • 13 percent higher rates of new employee performance

  • 19 percent higher new employee retention


You can drive golden benefits of employee engagement, retention, and productivity with the onboarding program by making new employees learn over time and implement what they learn on the job. To make your onboarding program more effective, you need to extend the time of learning, integrate learning by adopting one-to-one learning, offer guided learning plans, and measure the entire onboarding program through advanced HRMS Software. Following these strategies will help you scale your onboarding program across your company to achieve an effective and uniform new employee experience.

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