In recent years, big structural changes have presented new pressures and requirements for People Operations leaders.
Shorter employee tenures, distributed workforces, increasing competitive advantages of people investment and more, the challenges and new opportunities have never been more evident.
In response to a lot of these changes, we work with Program Leads to help them build the case for strategic employee onboarding programs. As we get underway, they are often asked by their executive teams - “what is strategic employee onboarding and how is it placed to take advantage of these changes?”
We’ll get to that soon, but first - let’s dig a little deeper to what’s happening in the talent markets.
The significant shift in the relationship between employees and employers are motivating both sides to rethink the employee experience.
Companies are often frustrated with high employee demands and a competitive talent market, and employees are also frustrated with the lack of career path and personal development. But what’s behind these factors?
These structural changes are shifting the role of HR from administration and compliance to front office talent development and employee success.
Subsequently, the technology and associated budget allocated to the foundation of employee success - onboarding - is rapidly accelerating.
Historically, onboarding has been one of the most neglected parts of the employee lifecycle and, in turn, has received the smallest budget.
Today shows a vastly different landscape: business leaders and People Ops professionals are actively searching for concrete solutions to the new demands and changes listed above.
Research has found that organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%.
Companies with weak onboarding programs can often lose the confidence of their candidates and are more likely to lose these individuals in the first year.
Strategic onboarding solutions embody a philosophy and approach to onboarding that takes care of the paperwork and administration, and supports the maximum return on investment of new-hires by accelerating time to peak performance.
What are the big differentiators of strategic onboarding?
Most importantly, these differentiators need to be managed with consistency, visibility and data.
When we work with companies to develop, launch, and manage a strategic onboarding program, having these data feeds coming back to the Program Lead is critical to any initiative’s success.
Want to learn more about how you can use employee onboarding to amplify Employee Engagement and Performance? Download Sapling’s Essential Guide To Employee Onboarding Success or sign up for a product demo below.