How to make new recruits feel at home, at work

Let’s begin this stage with a few facts. When people join an organisation, they usually decide if they’re welcome within the first month. They determine in the first six months whether they want to stay long term. 70% of employee turnover is because people feel disconnected. Successful onboarding is key to solving this problem.

Onboarding doesn’t just affect motivation. It’s strongly associated with lower levels of stress, positive adjustment to a new role, and commitment to the organisation. However, in our experiences, onboarding is often neglected. There can be a view in some organisations that when you find the best candidates, the rest will take care of itself. This simply isn’t true.

Organisational success is often to do with things such as the networks people have, their knowledge of how the organisation functions on a day-to-day basis, and the stories they’re able to tell and leverage. This is especially critical for individuals in senior roles. As we all know, the first 100 days are vital in any role so the right onboarding policies can alleviate stress and set new employees up for achieving great things.

Onboarding, especially during uncertain times, makes the most of the talent you’ve hired in a short period of time. It doesn’t have to be as hard as you think. Organisations can often overlook the insights and intelligence they’ve already gathered on the new starter. There’s a vast amount of useful information, already collected from the assessment process, that managers can make use of.

The best onboarding processes take all these things into account and support new employees to hit the ground running. Here’s how we can help your business get the onboarding process right:


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