Did you know that effective onboarding can improve employee retention by up to 82%? (Reseach by Brandon Hall Group) If you're struggling to keep your new hires engaged and productive, you're not alone. In this post, we'll share proven strategies to create a seamless onboarding process that sets your employees up for success from day one. Whether you're a seasoned HR professional or new to the role, these tips will help you build a welcoming and efficient onboarding experience.
As a recruitment partner, we believe in offering our clients a comprehensive approach to the recruitment process. While we focus on the recruitment phase, we collaborate with experts to ensure our clients receive the best guidance possible. Recruitment goes beyond merely hiring a new team member; it's about fostering an environment where employees can excel and remain committed to the company long-term. We recently spoke with Paulin Larsen Berglöf, the founder of Whippy, a platform dedicated to digital onboarding.
What is onboarding?
Paulin: Onboarding is the process of integrating new employees into the organization. It involves creating a structure where the new hire understands their role, tasks, the company's goals, and culture. A well-thought-out onboarding is key to building trust, engagement, and productivity in the employee. It is a strategic part of the employee journey. For example, we know that if onboarding is successful, it impacts the entire journey until we leave the organization.
Why is it important?
Paulin: Effective onboarding lays the foundation for the employee's experience and performance. It is crucial for quickly integrating new employees, reducing uncertainty, and strengthening their confidence in the company. Research shows that a well-planned onboarding can increase engagement and reduce turnover, saving time and costs. Additionally, it helps new employees reach their full potential faster.
Studies show that it takes an average of twelve months to get a new hire "up to speed." If the employer loses someone during this time, it is a significant loss. Therefore, onboarding should continue throughout the first year, not just the first few months.
Who does the onboarding?
Paulin: Onboarding is a collaboration between several parties in the organization:
- HR: Often the process owner is responsible for quality assurance and coordination.
- Managers: Play a key role by setting the tone for the employee's first period through clear expectations and regular feedback.
- Buddy/mentor: The buddy's task is often to be available - to act as a sounding board, help answer questions, understand the culture and rules, and take extra responsibility for social inclusion. Common questions a buddy handles include descriptions of routines, systems, and working methods.
- Colleagues: Help create an inclusive and supportive work environment, which is crucial, especially in hybrid or remote work settings. Onboarding for specific projects or assignments is also preferably handled by colleagues.
What can happen if you DON'T do onboarding?
Paulin: Without onboarding, new employees risk feeling disconnected, insecure, and less engaged. This can lead to lower productivity, higher turnover, and a negative impact on the company's culture. A poor start can also damage the company's reputation as an employer. In the long run, and in the worst case, it can lead to new employees leaving. When new employees get a good start, they feel secure, engaged, and motivated to contribute to the organization's goals, which in turn strengthens the company's culture and competitiveness.
"1 out of 3 feels ready to take on the role after completing the onboarding process"
Source: Gallup
Should all companies do onboarding? Or only from a certain number of employees?
Paulin: Onboarding is relevant for all companies, regardless of size. Small companies can benefit from creating simplicity and cohesion, while larger companies need to create a process that ensures all employees have the same chance for a good introduction and that all managers have the same conditions for success.
Does onboarding differ in large and small organizations?
Paulin: Yes, there are differences:
- Smaller companies: The process is often more personal and informal. Employees have greater opportunities to quickly get to know the entire company.
- Larger companies: Onboarding is often more structured and includes digital tools, training modules, and multiple stakeholders. The challenge is to maintain a personal touch despite the size.
Paulin Larsen Berglöf is the founder and CEO of Whippy, which specializes in digital onboarding and offboarding. Whippy helps its clients set up customized digital introduction processes and content, as well as distribution via a specialized technical platform. They also specialize in measuring and evaluating these processes.
If you are curious and want to know more, you are warmly welcome to download the white paper on data-driven onboarding. You can find it on the front page at Whippy.se
Thank you for your valuable contribution, Paulin!
Foto: Beyondo. To the left Paulin Larsen Berglöf from Whippy, to the right, Karin Björkman from Beyondo.
In another blog, you can read about why Off-bording, is important for recruitment in Sweden and how you can implement it in your organisation.
