Onboarding The Book
New employees are often viewed as the promise of the future for an organization. They present opportunities for new and innovative ideas, diverse viewpoints, unique paradigms, and fresh energy. Unfortunately, the promise of new employees isn’t always fulfilled. Too often their new ideas go unheard within the typical hierarchal structure of business. Diverse viewpoints and paradigms are seen as contrary to an established culture and new energy gets drained quickly.
What a detriment to the potential contribution the employee could have offered their new organization.
New employees are typically a net drain on productivity, drawing a salary, incurring training and orientation expenses, and consuming co-workers’ time without providing much in return.Rollag, Parise, & Cross, 2005 p. 35
Employees will decide within their first 30 days whether they feel welcomed in an organization, (5) and whether or not they will stay, within the first six months.
What does it really cost an organization to lose the potential of a new employee?
Even worse, what does it cost an organization if a disenfranchised employee who is negative, contrary, and disengaged decides to stay?
This is the core challenge of acclimating new employees to your company quickly and preparing them for enduring success.
Organizations that implement comprehensive onboarding programs experience:
– Less role ambiguity
– Reduced conflict
– Fewer stress symptoms
– Greater job satisfaction
– Increased organizational commitment
– More engagement
– Increased feelings of acceptance
– Greater productivity
– Reduced intentions to quit!
How do you create these outcomes in your organization’s culture? You can start with this book!
For more information click HERE!