A long history of research has shown that employees who have favorable onboarding experiences are more engaged, better networked, and able to contribute faster in their roles1.
A long history of research has shown that employees who have favorable onboarding experiences are more engaged, better networked, and able to contribute faster in their roles1.
But there’s another more pressing reason why organizations should be investing in their onboarding – the rising rate of quick quitting. A recent study by LinkedIn found that the Short Tenure Rate (STR) is up nearly 10% since last March, which means that more and more people are quitting their jobs quickly (i.e., within the first year) than in recent memory2.
In a world that values job security less and less, organizations that double down on onboarding will be better positioned to retain their talent. But building an effective onboarding program is no small feat. We apply the following twelve practices to design onboarding experiences that meet the needs of both new hires and the business.
References
- Davila, N., & Pina-Ramirez, W. (2018). Effective onboarding. American Society for Training and Development.
- , George (2022). Forget ‘quiet quitting’ — many workers are still outright quitting their jobs as quickly as possible. LinkedIn
