Employee Onboarding Activities 
The right onboarding activities can elevate the success of your entire program.

Your onboarding process is your best opportunity to get new hires on the right track.

Dropping new hires into their roles with just a few hours of paperwork and training and expecting them to be successful isn’t realistic. In order to prepare new hires and transitioning employees to perform their best, they must fully integrated into the company and their new roles. The best way to do so is through a proper onboarding program with engaging activities.

Onboarding should always be a top priority.

Employee onboarding activities introduce your new hires to the important components of your organization: corporate culture, values, resources and people. From training to socialization to goals and metrics, these activities help to build the experience for the new employee. Onboarding activities are an opportunity for employees to settle into their new role and department, understand how they affect the business, and get a feel for what type of productivity and behaviors are expected from them.

Onboarding benefits your new hire - and your bottom line.

The Society for Human Resources Management and TalentWise found that organizations with an engaging onboarding program retained more than 9 out of 10 of their first-year employees. Studies done by the Aberdeen Group  and ICMS indicate that onboarding improves company ROI by more than $79,000 each year.

In the big picture, onboarding new employees improves engagement, productivity and retention. That’s why Work Institute knows it’s crucial to take an in-depth look at your current program, survey new hires up to one year, and evaluate the metrics to determine what’s working, and what’s hurting you and your employees.

 

WORK INSTITUTE CAN HELP

We would love the opportunity to earn your business. Call us now to schedule your free consultation to discuss your employee onboarding challenges.

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ACTIVITY #1: MAKE IT HANDS-ON

Onboarding sessions don’t have to be boring. While the first steps of the process often include paperwork and primary introductions, the remainder of the processes should be interactive. Videos and slideshows won’t cut it. More people learn through interactive activities, and new hires should be expected to interact with trainers, managers and coworkers.

Allow onboarding activities to be a two-way street: open for questions and learning experiences.

ACTIVITY #2: UTILIZE INDIVIDUAL STRENGTHS

No two employees are alike. You recruit and hire your new employees for their individual knowledge, skills, and experience - and also for their passion, and unique personalities and perspectives. Take the time in your onboarding activities to identify and utilize each individual new hire’s authentic strengths. By identifying their skills, demeanor and attitude, you can personalize the onboarding experience for your new hires, and build a long-term strategic plan for how and where that employee can fit into the big picture of the organization.

ACTIVITY #3: KEEP IT SOCIAL

Employee onboarding is a unique process for each new hire, but it isn’t an exclusive process. You didn’t hire your employee to work in a bubble, so allow their onboarding experience to be a social one. In addition to building on-the-job training for their new position, it also allows them to make connections with the company and other employees. They’ll be able to adjust their own long-range goals with the new position in mind.

Nearly 70% of employees say friends at work is the most crucial element to a happy work life. Allow your managers and trainers to spend more time on the social and cultural elements of the onboarding process for new employees.

Organizations with an engaging onboarding program retained more than 9 out of 10 of their first-year employees

The Society for Human Resources Management & TalentWise


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ONBOARDING SURVEY DATA SHOWS YOU:
employee retention studies
  • >The level of engagement in onboarding activities.

    Are your onboarding activities well-prepared and interactive? People learn better when they are shown in on-the-job environments. Being face-to-face with other employees allows for attentive listening, quality feedback, and a productive learning experience.

  • >The success of your onboarding structure.

    Employee onboarding isn’t a one day deal. Do you have a guided workflow for the entire length of your employee onboarding program? Doing so speeds up the learning curve and decreases time to productivity.

  • >Measurement of achievement.

    Specific milestones and tasks are crucial to measure the productivity of your new hires - and the success of your onboarding activities. Built-in checkpoints and assessments can provide new hires with invaluable feedback.

  • >The interaction from leaders and coworkers.

    Team and supervisor support during the onboarding process can make or break the experience for new employees. Studies indicate that employees with a best or close friend at work report that they feel a strong connection with their company.

  • >New employee performance.

    Are you setting your employees up for success from the moment they’re hired? Businesses with a standardized and personalized onboarding process experience 54% greater new hire productivity.


HOW IT WORKS

Once you become a partner of Work Institute we assign you a Client Services representative. This person will be with you every step of the way – from identifying who needs to be interviewed, crafting the specific study questions, gathering and providing data analysis to building a change management plan to address specific issues and meet predefined business goals.

Your Client Services representative will become an integral part of your internal team by providing research, data, analysis and recommendations along the entire feedback cycle. Their entire focus is your company’s engagement and retention strategies. They find what isn’t working and get it working again saving your hundreds of thousands of dollars in turnover costs.

Once we get the interviews and surveys in place, your Client Services representative will work with you to summarize the major 3-4 trends in bullet form with the supporting raw data as a reference. We will regularly meet with you and any key leaders to discuss what we’ve discovered and will work with you to build a plan of action to make key changes.

Our reporting system is designed to give access to whomever you deem necessary.  Sometimes all organizational leaders want and need to know the research. Sometimes it’s better to have one key internal person managing the process. Whatever the request, we will provide access at no additional charge.

We use our combined experience of close to 30 years in human resources and our ability to capture the specific data you need to design thorough action plans to solve HR issues. For example, just by solving simple issues in recruitment results in hiring the right top talent for your open positions. Hiring the right top talent means reducing turnover significantly. This is what consulting with data can do for you.

HOW CAN I GET STARTED?

Make the most of your onboarding program.

Work Institute’s employee onboarding survey measures your employee engagement and retention among new hires, while taking an in-depth look at specific onboarding activities. Because companies that prepare ahead of time for new hires experience better success rates in their onboarding processes, we survey from the moment a new hire is made an offer - all the way through the first 90 days. Using the data from our onboarding survey program, we identify the areas of success, and those that need improvement in your onboarding process. The outcome? Better employee engagement, improved talent branding, increased retention, and a better ROI.

 

BUILD A BETTER WORKPLACE.

Our experts can help you determine the solutions best suited to your company’s needs.

  • "The actionable and detailed data from the Work Institute gave us the support to make the changes our employees needed to see. The ability to break it down into different divisions particularly provided us with the insight to address specific concerns within departments and levels, as opposed to blanket solutions, and led to an overall more productive workforce."