Congrats! You found an amazing candidate for your practice. But… finding the best candidates is only part of building an effective team. The process of onboarding new employees can be one of the most critical factors in ensuring your new talent will be productive and a valuable member on your team. This next blog series will discuss the best way to keep top talent!
Onboarding: the process of integrating a new employee into the office – is particularly challenging because it can be complicated, and it involves potential negative legal repercussions if it isn’t handled properly. Most people confuse onboarding with orientation which is done on your new employees first day. While orientation might be necessary — paperwork and other routine tasks must be completed — onboarding is a comprehensive process involving management and other employees that can last up to 12 months.
Here is a simple answer: If you want to retain the top talent, good employee onboarding is essential. First impressions are everything! Here are some compelling stat’s on why you need to have proper systems and protocols for the onboarding and integration of your new hire:
– 22% of employee turnover happens within the first 45 days of employment.
– Onboarding and integration protocols can increase retention by 25% and improve employee performance by 11%.
– Employees who participate in a structured onboarding program are 69% more likely to stay with an organization for 3 years.
– 15% of employees said the lack of an effective onboarding program aided in their decision to quit.
Now I know you do not want to find yourself in the same position again= a vacant position! Successful onboarding is the first step to eliminating this problem. I am afraid there is no fail-safe way to keep all your new employees on board but you can certainly improve your chances of success by following these guidelines.
Goals of an Effective Onboarding Process
Overall, effective onboarding should acclimate the new employee to allow them to become a contributing member of office in the briefest period possible, increase productivity, plus it makes the new hire happier and it saves you money! I say that’s a win- win, WIN for everyone! Here are some tips to make that happen:
Acclimate — Acclimating a new employee is far more than just pointing out the location of the break room or explaining the parking situation. Every workplace has its own personality, and every Dental Practice has its own goals and philosophies. Your new employee needs to understand what YOU expect from them and the specific role they will play in achieving those goals. At the same time, new hires need to be made aware of what they can expect from the office, such as management support, availability of resources or performance reviews.
Engage — A Gallup study showed a correlation between engaged employees and a company’s profitability, turnover rate, safety record, absenteeism, product quality and customer ratings. An effective onboarding plan offers an ideal opportunity to boost employee engagement, such as fostering a supportive relationship between a new hire and management, reinforcing the company’s commitment to helping employees’ professional growth or proving that management recognizes the employee’s talent.
Give me the 101 for onboarding
As it turns out, the most commonly used strategy in the new employee onboarding process is creating a checklist and we have done just that to help you out! DOWNLOAD YOUR CHECKLIST