Connecting the Dots Blog

How to Navigate Onboarding to Counter the Great Resignation

With job openings so hard to fill today, every new hire represents a win – and retaining the new hire is a major victory. 

In today’s job market, new hires are more likely to cut bait and ditch their jobs within the first 90 days. On average, 1 out of 3 employees quit within the first three months, leaving employers hanging and HR departments scrambling. Job hoppers undermine the health and success of an organization. The Great Resignation reduced the workforce, making it even more critical to keep employees to Day 91 and beyond.

Today's Staffing & Onboarding Challenges

Many HR teams face a Catch 22 situation. They are short-staffed and need to get people in the door. Some organizations are so short-staffed, no one is available to help onboard a new employee. Without a mentor and a clear-cut onboarding process, the new hire is likely to feel lost and under-appreciated. The person quits, and HR teams are back to square one, looking for another job candidate. The more an organization can focus on its onboarding practices, the greater the probability that an employee will be there on Day 91.

 

Create a Robust Onboarding Schedule

One of our partners recently talked with the president of a company who insisted that onboarding be a priority for the organization. Before approving hires, he asked the hiring manager to create a two-week onboarding schedule. This created extra work, for sure, but the two-week schedule set an onboarding framework designed to get employees off to a good start. When new employees walked through the door, HR just handed them a schedule and welcomed them to the team. 

The company president also recommended the following onboarding procedures:

  • Integrate new hires quickly to make them feel part of the team from the get-go
  • Give new hires “quick wins” to build confidence and employee morale
  • Explain and demonstrate the culture, mission, and vision of the organization to encourage early buy-in
  • Set clear expectations from the start, giving them fewer excuses to jump ship when things aren’t what they expected

Inspire Employee Loyalty

All of these recommendations boil down to one thing: inspiring employee loyalty. Hiring and onboarding teams will raise employee retention rates if they clearly communicate an organization’s values and job expectations. For example, an organization might expect employees to work weekends, stay late, or come in early to meet certain deadliness. If the expectation to work extra hours isn’t explained in the interview or onboarding process, then it’s certain to lead to frustration and resignations. 

Integrate New Hires into Your Team

Losing employees within their 90-day probation period puts a strain on organizations searching for talent in today’s tight labor market. 15dots puts HR Departments in the driver’s seat, training HR leaders to consistently select, hire, and retain the right personnel. HR teams learn to make hiring decisions that defy industry norms. Thus, they avoid the common pitfalls of employee selection. Organizations win when they can say to an employee, “Congratulations, you made it to Day 91!” Contact us to learn more. 



Scott Valitchka has more than three decades of manufacturing-related organizational development, talent management, and process improvement experience with several consumer products companies.

Scott is a founding member and the Managing Partner of 15 Dots, LLC. Scott and the 15 Dots organization are committed to helping clients take the guesswork out of employee selection and consistently hire people with the ability to learn rapidly and perform well.

In his winter free time, Scott works as a professional ski instructor at Nordic Mountain, a Central Wisconsin ski area, and in the warmer months Scott enjoys teaching whitewater kayaking on Northern Wisconsin rivers.

Read more posts by Scott Valitchka
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How to Navigate Onboarding to Counter the Great Resignation

With job openings so hard to fill today, every new hire represents a win – and retaining the new hire is a major victory. 

In today’s job market, new hires are more likely to cut bait and ditch their jobs within the first 90 days. On average, 1 out of 3 employees quit within the first three months, leaving employers hanging and HR departments scrambling. Job hoppers undermine the health and success of an organization. The Great Resignation reduced the workforce, making it even more critical to keep employees to Day 91 and beyond.

Today's Staffing & Onboarding Challenges

Many HR teams face a Catch 22 situation. They are short-staffed and need to get people in the door. Some organizations are so short-staffed, no one is available to help onboard a new employee. Without a mentor and a clear-cut onboarding process, the new hire is likely to feel lost and under-appreciated. The person quits, and HR teams are back to square one, looking for another job candidate. The more an organization can focus on its onboarding practices, the greater the probability that an employee will be there on Day 91.

 

Create a Robust Onboarding Schedule

One of our partners recently talked with the president of a company who insisted that onboarding be a priority for the organization. Before approving hires, he asked the hiring manager to create a two-week onboarding schedule. This created extra work, for sure, but the two-week schedule set an onboarding framework designed to get employees off to a good start. When new employees walked through the door, HR just handed them a schedule and welcomed them to the team. 

The company president also recommended the following onboarding procedures:

  • Integrate new hires quickly to make them feel part of the team from the get-go
  • Give new hires “quick wins” to build confidence and employee morale
  • Explain and demonstrate the culture, mission, and vision of the organization to encourage early buy-in
  • Set clear expectations from the start, giving them fewer excuses to jump ship when things aren’t what they expected

Inspire Employee Loyalty

All of these recommendations boil down to one thing: inspiring employee loyalty. Hiring and onboarding teams will raise employee retention rates if they clearly communicate an organization’s values and job expectations. For example, an organization might expect employees to work weekends, stay late, or come in early to meet certain deadliness. If the expectation to work extra hours isn’t explained in the interview or onboarding process, then it’s certain to lead to frustration and resignations. 

Integrate New Hires into Your Team

Losing employees within their 90-day probation period puts a strain on organizations searching for talent in today’s tight labor market. 15dots puts HR Departments in the driver’s seat, training HR leaders to consistently select, hire, and retain the right personnel. HR teams learn to make hiring decisions that defy industry norms. Thus, they avoid the common pitfalls of employee selection. Organizations win when they can say to an employee, “Congratulations, you made it to Day 91!” Contact us to learn more. 



Scott Valitchka has more than three decades of manufacturing-related organizational development, talent management, and process improvement experience with several consumer products companies.

Scott is a founding member and the Managing Partner of 15 Dots, LLC. Scott and the 15 Dots organization are committed to helping clients take the guesswork out of employee selection and consistently hire people with the ability to learn rapidly and perform well.

In his winter free time, Scott works as a professional ski instructor at Nordic Mountain, a Central Wisconsin ski area, and in the warmer months Scott enjoys teaching whitewater kayaking on Northern Wisconsin rivers.

Read more posts by Scott Valitchka

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