Picture this. You have a new employee starting on Monday. You are excited. Your HR and Recruiting teams are thrilled. Even your family is relieved to not have to hear another “today was a long day” diatribe, because you have now found the superstar employee you have been looking for.
Out of optimistic anticipation, you ask HR to kickoff and complete the onboarding process before the planned start date. This will help your new employee to truly hit the ground running. A couple of weeks pass by and you see this new employee working hard and focusing on initial activities. You validate your belief that this person is a good catch, a nice complement to your team… until something changes.
You start to have this “gut feeling” of concern that your new team member has become a flight risk. You can’t put your finger on it, but the bright flame that once radiated from your superstar employee is slowly starting to fizzle out. Fast forward nine months and you are submitting a New Hire Request for the replacement of your former superstar. Sound familiar?
While you may spend time frustrated about the time and money spent onboarding, training, and ramping up your new team member, let’s pause and redirect our focus on some noteworthy statistics and then look through the lens of your new employee.
The employee receives an onboarding package to complete. On her first day, she is eager to add value and accomplish the goals you have set out for her to achieve. She decided to commit to YOU and invest 100% of her time going above and beyond to exceed your expectations throughout the ramp up period. After a week, she started to feel like another cog in the wheel. The excitement began to slowly decline and as months went by, her fire that once burned so brightly slowly started to die. In the end, your superstar decided to jump ship and join another employer for a new, exciting opportunity.
A relevant adage comes to mind: “There are three sides to every story: your side, their side, and the truth.” Let’s take a look at the triggers for fizzling and four strategies to keep the sizzle alive.
The Simple Truth: onboarding is so much more than documentation to bring on a new employee. Invest now in the first year of your employees’ tenure to increase retention, engagement, and commitment to your organizational goals.