According to a report issued June 8, 2016 by the U.S. Department of Labor, employee turnover has remained fairly unchanged at around 5 million per month. The highest turnover rates continue to be seen in industries such as restaurant services, retail, arts, entertainment and recreation though turnover affects industries hard across the board. Highly skilled workers are more likely to leave for seemingly better opportunities these days as well.
How are organizations supposed to retain employees? By addressing all of the key triggers with an automated, onboarding process.
Getting new employees through the learning curve and getting them productive as quickly as possible is always the goal. Ultimately, organizations want to see the investment result in longer tenure with employees reaching their potential while contributing to department and organizational goals. Employees need to feel connected, worthy and fulfilled by where they work.
Employee Engagement
Employees need to have full support from their new employer to be able to hit the ground running. They need to feel energized and empowered by their new environment. Does it take 3 days to get their computer up and running? New employees, particularly millennials who are technically savvy, may look at this in an unsavory way. They are expected to produce results as quickly as possible. Employers need to satisfy their end of the bargain as quickly as possible as well. Automating the steps involved in getting employees engaged ensures they are not left behind – alone in their cubicles – waiting for things to happen.
Internal Recruiting & Employee Development
Employees will stay with an organization longer if they feel there is true potential for long-term career growth. Skills-tracking helps to align talent within your organization with job needs as the organization grows and shifts. Provide employees with the mentor opportunities. Let them know you are committed to their career success with your organization for the long haul. Make it simple for employees to access your open job requisitions and apply for lateral job changes or promotions.
Keep Communication Channels Open
Fostering an environment where communication is open and welcome goes a long way towards employee satisfaction. Make it easy for employees to find answers to their questions. The moment the onboarding process begins is when feedback and communication should be encouraged. Provide online resources for employees to get their feet wet. Encourage new employees to share concerns about their job role, job duties and environment.
Recognition
Everyone wants to feel appreciated for a job well done. One of the biggest causative factors in terms of turnover is an employee feeling they are not being recognized for their contributions. Employees that feel appreciated are happier and more productive. In addition to management practices of recognizing employees in more casual ways, automated recognition programs track efforts of your internal talent and begins the moment they walk in the door.
Automated onboarding reduces employee turnover, improves new hire time to productivity and have a positive financial and cultural impact on organizations as a whole. Isn’t it time to think about your onboarding process?
Maximize employee productivity right from the start. Get new hires up and running faster than ever with HR employee onboarding software that ensures accuracy, cuts down on paperwork and alleviates your data entry burden. Get started with a personalized demo today!