Strategic onboarding improves executive retention
Hollywood, FL – In too many companies new managers experience a less-than-rewarding introduction to the job, according to answerQUEST. Strategic onboarding programs are either non-existent or executed poorly, observes Paul Silitsky, CEO of answerQUEST.
Onboarding is a formal process for integrating new hires into their roles with the organization. The best programs include a high level of personal interaction and are customized to meet the needs of the individual and the position. “Taking this approach can increase the effectiveness of the new manager and help companies get a better return on their recruiting investment,” said Silitsky.
“A good onboarding program is not to be confused with the new employee orientation approach that most of us have suffered through during the course of our careers,” he said. “It is based on clear and measurable goals that are communicated to everyone involved in the process and it involves much more than providing a work space, a computer password and office supplies.” Although he notes, these practical necessities shouldn’t be overlooked either.
The goals of the onboarding program, according to Silitsky, should be to:
- Support the company brand as a good place to work.
- Reduce the time it takes new employees to become productive.
- Determine how best to manage individual new hires.
- Keep new employees from changing their minds.
“The onboarding process should begin during the recruitment process and extend beyond the first few days the employee is on the job,” says Silitsky. “It should be treated as a partnership that includes the new hire, an HR professional and a manager who is either senior to or on the same reporting level as the new hire.”
Silitsky has found the elements that characterize an effective onboarding strategy include:
- Clear vision of the position.
- Defined deliverables.
- Participation of key constituents.
- Involvement in a peer group.
Most importantly, doing a good job of onboarding means that management keeps in touch with new hires as they integrate into the organization, says Silitsky. “The process should make it easy for them to ask questions and express their concerns. Otherwise these things may first come out during an exit interview six months into the job.”
