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Scoop.it!
From
reba
With up to 20% of staff turnover happening within the first 45 days on the job, it’s vital that leaders ensure the dream sold at interview is every part the reality, argues Kerry Drury.... 
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Scoop.it!
Want to help your new hires become productive faster? Learn tips on how to shorten new hire time-to-productivity with employee onboarding programs.
Barry Deutsch's insight:
When we return to a regular pace and start hiring again - hopefully June/July, here are some ideas on how to improve the effectiveness of your on-boarding. Ensuring an employee gets off on the right foot and feels engaged from day 1 is a function of having an effective onboarding program. Is it time to take a hard look at whether you're effective in this department?
Scoop.it!
Getting new hires off on the right foot can make all the difference.
Barry Deutsch's insight:
Sometimes we forget about the importance of the on-boarding process as an effective retention tool. How do we wrap our arms around our new hire, making them feel coming aboard was one of the decisions of their life. Why do we sometimes cast them aside making them feel isolated and lonely?
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Scoop.it!
It is important to create an effective onboarding program in order to prepare your new hires for real productivity on their first "real" day of work.
Barry Deutsch's insight:
On-boarding is the first step in ensuring a great employee experience starting on Day 1. Unfortunately, many companies are stuck in a 1970s model of onboarding. Are you prepared to start outstanding employee engagement with the first day of work?
Scoop.it!
A good onboarding experience can set a new employee up for success. Check out this step-by-step guide to onboarding new employees.
Barry Deutsch's insight:
I am in the middle of updating my retention workshop called "You're the Person We Want To Keep".
One of the slides is about on-boarding since I get this question every time. In my research for this one element of the retention program, I came across this interesting article I wanted to share on the subject of on-boarding.
There are some real benefits from changing our approach - so many new employees either get off on the right foot - or their invisible forehead sign starts flashing "this place sucks" by about the 3rd day.
What's the biggest thing you've done to change your on-boarding program in the last year?
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First the bad news: 20% turnover in first 45 days. Horrible!
What I liked about the article was what has been known up to this point as an on-boarding plan - takes on a new dimension as a customized employee engagement plan for each new hire.
What if you did this with every new hire?