According to SHRM, one in five new hires leaves within the first 45 days of starting a job. This means that the success of each new team member is determined within the first two months.
“When companies do it well, onboarding builds connections between new employees and helps them feel a sense of belonging in a new community.” ( Bonusly)
We designed our onboarding to embrace new hires and help them feel a strong sense of clarity, confidence, and connection. It works for us, and we’re excited to share it with other HR leaders. I hope you can use this to create transformational onboarding programs within your organization.
We designed these four programs that have been transformational for our culture. Without further ado, here they are:
It is stressful to start a new job and not know how to use your time. We work to provide each new team member with a full calendar for their first two weeks so they never have awkward moments. We also schedule coffee and lunch so they can get to know their coworkers in other departments.
A lot of organizations have values, but they are rarely lived or understood. I sit down with all new members of the team and talk values one-on-one for an hour in their first week. We define what the values mean to me, them, and their role. When employees look back on their first week at Imperative, many say this meeting helped them feel more connected to the organization
When you don’t have clear goals at the start of a job, it's impossible to know how the organization defines your success. We provide a draft of 90-day goals on the first day and partner with the new member of the team to refine them so they fit.
New team members are matched with three colleagues for peer coaching conversations using our platform. The conversations explore how to discover, activate, and lead with purpose as a member of team Imperative. This is the most powerful way to build connection during onboarding. New team members get to see who their colleagues are at their core and learn about how they work. In return, the new member feels seen, celebrated, and empowered.
We've found our onboarding process to be transformational for new hires in the first days, weeks, and months of their career at Imperative.
If you would like to learn more about transformational onboarding, join our webinar next week! You will:
Since launching, Imperative has been bringing people together to have a new type of conversation at work – conversations that form meaningful, trusted relationships and create organizational change by connecting individuals with themselves and each other. We’ve broken down our insights from 100,000 of these conversations to paint a picture of the impact that the development of these relationships have had on our partner organizations.
Supporting employees to quickly develop meaningful relationships across the organization is a key lever for retention that is often overlooked. In this article you'll learn: Why employees are voluntarily leaving their jobs at higher rates than ever before, the key factors driving employee decision making, the importance of employee networks in employee success, and how to leverage relationships on an organizational level
If you’re an HR leader focused on employee engagement, you’re probably familiar with Gallup’s Q12 Employee Engagement Survey. Over 50 years of research, Gallup narrowed down the 12 key questions companies should ask employees to ensure their psychological, professional, and individual needs are met. Gallup found that when organizations met these 12 standards, turnover decreased by 43% and wellbeing increased by 66%.