Imagine this…
You see the job advertisement and you feel like this is the role you’ve been waiting for.
You get your CV and Cover Letter just right and hold your breath as you press submit.
You’re stoked when you get called for a phone screen and double stoked when you get asked in for an interview.
By the end of it, you’ve been through a solid recruitment process of 2 face to face interviews, you’ve met with some business leaders and your references have been called.
You REALLY want this job.
You’re over the moon when you get the call offering you the job. You sign the contract, confirm your start date, and go through the emotional task of resigning from your current role.
But, you’re feeling excited about this new adventure and confident you’ve made the right choice.
You don’t hear much from your new company, then before you know it, you’ve broken your usual morning routine – you’re catching a different train and getting off at a different stop.
You’re nervous and wondering if you’ve made the right choice. Will you like your new team? Will they like you?!
You arrive early wanting to make a good first impression, only to find your hiring manager isn’t there. People were kind of aware you were starting today and give you a rushed tour before walking you to your desk and saying you can wait there or go get a coffee.
How are you feeling right now?
Annoyed? Frustrated? Questioning if you’ve made the right decision?
Poor onboarding is one of the major fails in business today
It’s estimated that 50% of senior outside hires fail within the first 18 months, and up to 20% of employee turnover happens in the first 45 days.
Employees who complete a great onboarding process however, are 58% more likely to be at the company three years later.
A structured, well-thought out onboarding process not only helps new employees feel welcome, but it lays the foundation for a good, long term relationship.
I’ve previously shared how expensive it is to turn over employees, so having a solid onboarding process should be a no brainer, yet so many organisations don’t have a structured onboarding process.
Most don’t even know the difference between induction and onboarding! (If you read that and thought “I don’t even know the difference”, you need to scroll straight down and hit that green button, or better yet, just click here)
Look, I get it.
Onboarding isn’t exciting.
It feels like a necessary evil that’s just going to take a bunch of your time and energy.
But, what’s going to take MORE of your time is thinking you don’t have time to onboard your newest hire and then they leave in the first 45-days and you have to start the hiring process again
… or worse, they stay and cause you headaches because they aren’t performing (which will be your fault and be a time suck to deal with).
We cover Onboarding in the Effective Manager Program, and while it’s not one of the more exciting modules, it’s just as important as all the others, if not, more important because of the huge impact it has on employee performance, success and retention.
And, the best part is that you’ll leave with a 90-day onboarding plan for your next hire which means after the session, you won’t even have to do any planning, it’ll be ready to go when your next hire starts! (if that’s not exciting I don’t know what is)
So, what are you waiting for?
Teach me how to onboard for success
Our next cohort of The Effective Manager Program kicks off in May.
Others have already taken their first step to becoming more effective, come join us.
Click me to become a more effective manager
