Techjury reports that, “A great onboarding experience ensures 69% of employees stick with a company for three years.” And when it comes to the pet care business, successful onboarding and employee retention may even make a difference for the animals your organization is caring for.
Here’s how your organization can create and implement a successful new employee onboarding process, from before day one through their first year.
Onboarding is the process of introducing a new employee to their job duties, work environment, and work culture. This process helps to flatten the learning curve that all new employees experience and ramp up productivity quickly and efficiently. Onboarding starts even before your new employee’s first day with the hiring process, and then runs through orientation, training, goal-setting, and performance reviews.
The hiring process includes all the paperwork and logistics that need to be taken care of before your new employee can start working. In the pet care business, this may involve insurance forms and safety training in addition to both the standard plus job specific certification and employment verification documents. If your hiring process is disorganized, overcomplicated, or is drawn out over weeks—your new employees will take note. But according to Officevibe, candidates with a positive hiring experience may actually put more effort into the job once they start. Incorporate these tips into your hiring process to improve the experience:
The first day at a new job can usually be described as a whirlwind of people to meet, processes to learn, and somehow even more paperwork to sign. But it doesn’t have to be overwhelming. Take note of these tips to help make your new employee’s first day successful:
It’s reported that nearly half of all hourly workers leave their job in the first four months. So onboarding shouldn’t end when your new employee is trained and all paperwork is signed. You need to keep them engaged, motivated, and continuing to learn. Onboarding should be a collaborative and ongoing process throughout the first six months to a year. Think of it as a probationary period. Here’s how to keep your new employee engaged in the onboarding process:
Need guidance on effective way to set and manage to goals effectively and equitably? Leverage an established approach like SMART goals to give you a structure that gives you and the employee a clear focus.
A performance review signifies the end of the new employee onboarding process and is typically at either six months or one year after their start date. Use this time to have a conversation about work performance and goals. Keep these tips in mind during your next review:
Hiring and onboarding new staff successfully is one of the most important investments your organization can make. It’s key to employee satisfaction and retention, which will inevitably create a positive ripple effect throughout the rest of your organization and even impact your clients. A thoughtful and well-planned employee onboarding process helps remove the guesswork from a new employee’s journey to success at your organization – and helps you gain a productive employee quicker.