1. On-boarding is serious business
- With 22% of staff turnover happening in the first forty-five days of employment.
- New employees who went through a structured on-boarding program are 58% more likely to be with the organization after three years.
- A new employee consumes value for the first three months after which they begin to add value (see the figure below). It is only after 6.2 months that employees add more value than they have consumed.
- According to the Corporate Leadership Council, “Fifty percent of newly hired executives quit or are fired within the first three years.” the honeymoon is short.
Anything that makes it easier and effortless for a new hire to integrate with your setup should have a slice of your time, right?
2. There’s a difference between on-boarding and orientation
On-boarding is not about the company but about the person joining. Giving a bunch of forms to fill and manual’s to read to the new hire is not on-boarding. Helping new employees acquire the knowledge, skills, and behaviors to become effective organizational members is on-boarding. Enterprise 2.0 technologies like wikis, posts, blogs not to mention the steady activity stream around current topics and conversations taking place in the enterprise help the new hire learn business and cultural context of the organization through social interactions regardless of location. In-built search function as well as tagging capabilities in the enterprise social networks also make it easier to find information.
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3. Co-relation between good on-boarding and productivity
At the workplace, who you know majorly influences what you know. Good information relationships with team members is important. Research shows that newcomers who have been able to build these information relationships with co-workers more quickly than others who joined at the same time are more productive. These individuals also tend to be higher performers, and research suggests that they are also more satisfied in their work.
On-boarding does not mean bundling all the new hires into a room for two days and boring them to death with power point presentations around the business. On-boarding instead means ensuring that every new employee knows all the key people required to get his/her job done. It also means providing a platform to network with these key people across locations. With social on-boarding and enterprise social networks a new hire does not only have the platform to network with the key people but with social profiles they also get insights into the expertise shared by these people on the enterprise social network. They can see the people they are following and groups they are a part of. They can then follow the activity of these key people in these groups and so on. Social on-boarding makes it easier for new hires to strike oots and settle down.
4. Earn the trust of the new joinees
Newcomers tend to be more anxious about their performance, more risk-averse in their decision making and more reluctant to make innovative suggestions in group meetings. The content on an organizations social platform can be used to nurture relationships even before the new hires join.
5. Social on-boarding? Why not?
Often when the organizations fail to provide a social platform to employees they just go and create a Facebook group for themselves! Social networks are a big hit and with the right insight and planning the success can be repeated with the enterprise social networks.
Social on-boarding does not replace the face to face time but it definitely makes the actual time spent on-boarding and orienting a candidate by HR or the team members more focused and tailored to the individual needs of the new hires. Gamification and the availability of resources over mobile provide additional help to the new hires to assimilate information quickly and better navigate the organization.
Don’t know where to start? Don’t have a social platform at work? Try MangoApps , it’s free!