Good on-boarding has a lasting impact on retention. In a recent Aberdeen survey, 96% of first-year employees were retained in companies that connected on- boarding and performance compared to only 18% in organizations where that connection was missing. Further, 82% of employees met their performance milestones when there was an on-boarding-to-performance connection compared to 3% in organizations where there was none.

Most corporate onboarding is a relatively simple and often boring one day “form filling out” exercise (so try-out the pre-onboarding stap: provide the needed paperwork to the employee before they start). Facebook and Zappos for example approach it more unique because it is extended across industry and weeks. And during that time, rather than watching videos and hearing lectures, employees actually work on teams that spend their time working on multiple real projects. This might not be that easy to set-up for all companies, however, using on-boarding as the network opportunity pur sang is a must. Make sure new employees get in depth knowledge of all departments and products/services of the company. Facilitate the networking process afterwards by for example implementing a tool like Lunchpool. Give them an overview of all the development processes and resources that are available in the company, as one of the main retention factors seems to be their learning curve. And by having a more formal mentoring process in place than just ‘a buddy’ for the first weeks, you keep the across department contact alive well after they have joined your company. More information on best practises we have implemented: contact me!