Sage Advice US

Six ways you can improve your onboarding process

When your company is running full throttle, the last thing you want is a resignation notice hitting your desk–especially if it’s from a valued employee whose leaving will slow things down. Unfortunately this scenario is happening way too often these days as construction and real estate companies compete for a shrinking pool of workers.

Retaining good employees is never a guarantee, but there are things you can do to improve your chances of holding on to the best talent—starting with an employee’s very first day on the job. In fact, Aberdeen Group research, as cited by the Center for Competitive Management, shows that 86% of new hires make their decisions to stay at a company within the first six months.

So it pays to make sure your employees have a positive onboarding experience. And we’re not talking about just showing a new hire where the supply cabinet or the tools are. A solid onboarding process takes a long-term view of both the company and employee’s needs and helps the new person start out on the right foot for success.

Basic components of any onboarding program include introducing the new employee to coworkers and colleagues, filling out HR and employment verification documents, and reviewing company benefits.  But these common steps do not represent the crux of a successful onboarding program. Here are ways you can add greater value to your onboarding process:

Finally, don’t forget to follow up regularly with new hires specifically to see how they are doing once they are settled into the job. Scheduling check-in points, particularly during the first vulnerable six months, will help get new employees onboard quickly and keep them engaged for the long-term.