Blog Post

Employers have a fantastic opportunity to reevaluate their employee retention tactics as long as The Great Resignation is ongoing.

This begins with a thorough and deliberate employee onboarding plan to make sure new workers are aware of your company’s values and believe they made the correct decision from the outset.

Utilizing tools and resources like our 2022 wage guide can also help you stay informed about the most recent market trends. 

What is Employee Onboarding?

When done properly, onboarding, a phase of the job lifecycle that is frequently ignored, may produce amazing results.

A thorough employee onboarding process has a far better return on investment than most businesses are aware of.

With a 40% increase in productivity, employee engagement is the most crucial element in an organization’s success. Engagement should be a top goal not only when hiring new employees but also throughout their first few days on the job, according to one more convincing argument.

How does employee onboarding relate to employee retention?

The main goal of employee onboarding is to facilitate the integration of new hires into their roles and the workplace culture.

Therefore, employee retention strategies must place a strong emphasis on employee engagement while taking into account the objective of creating enduring relationships between businesses and employees.

It only makes sense that a company’s onboarding procedure should be a priority in the hiring and administration of new workers as your organization’s brand has the greatest impact on how it feels to work there.

What is an employee retention plan?

Employee engagement is a powerful strategy for keeping your most valuable employees on board as well as attracting extraordinary talent.

Strategies for retaining employees must put an emphasis on developing close bonds with specific employees who will eventually contribute to the development of a positive culture within their teams and divisions.

7 tips for improving employee retention

1. Examine your employee onboarding program.

To ensure that your new hires feel welcome from their first official day, consider introducing them to their team before they start.

Give your new hires plenty of time with their immediate managers to go over their job descriptions and talk about business culture and structure after that.

You should also design a memorable onboarding process if you want your new hires to stay with the company for the long term. To make it easier for new hires to accomplish all onboarding activities, start by offering an employee onboarding checklist. Some businesses manage this procedure with onboarding software. If you want details, let some staffing agency do this job properly.

A packet of expectations that describes the exact goals and benchmarks for each day, week, and month of their onboarding could be part of this procedure.

2. To increase employee retention, provide remote work opportunities.

It’s been clearly established that having employees work from home has no negative effects on corporate performance. 

That, along with a shift in workforce attitudes, demonstrates that current trends point to a distant workforce that is mostly permanent in the future. 

3. Increase workplace flexibility.

The US workforce is requesting more flexibility on a consistent basis. Not just in terms of the hours they work, but also in terms of the option of remote work.

Giving your employees the freedom to work independently, handle their personal obligations, and run their own businesses on a daily basis demonstrates to them your dedication to assisting them in maintaining a healthy work-life balance.

The possibility of career advancement has proven to be one of the most important indicators of employee satisfaction.

4. Provide possibilities for employee advancement

You can’t just outline a path for job advancement while omitting to provide the means by which it can be accomplished.

Offer things like additional opportunities for training and development, education reimbursement or incentives, and ongoing work training.

It benefits both the company and the person when they are given the freedom and resources to develop.

5. Provide resources for physical & mental health

It is imperative to prioritize employees’ physical and emotional well-being in order to increase retention.

In this study on workplace wellbeing, it is stated that “work-related stress is a substantial contributor to an occupational illness, low productivity, and human error. This translates to more absenteeism due to illness, significant personnel turnover, and subpar performance within the company.

Your best chance of starting out on the right foot is to have a detailed staff remote onboarding plan. Establish your commitment to the employee’s success right away. This will aid in establishing the tone for a favorable and fruitful working relationship.

6. Gather suggestions to increase staff retention

Give your team several opportunities to express their thoughts by conducting regular employee satisfaction surveys. Then pay attention to their comments. Nothing conveys the message that “We don’t really care about what you think or how you feel”. More than failing to address constructive criticism and make significant advancements. You might start by asking them to review the remote onboarding procedure for new employees and then modify it in response to their comments.

7. Be professional with your staff.

At the end of the day, all of us simply want respect and some amount of trust. Let your workers do their duties; you hired them for a reason. In essence, this is how you prevent your talent from leaving the company. It may be as easy as changing from a rigid hourly-based culture to a results-based culture. This will empower your employees to take responsibility for their work and define their careers within the company.

Find out how we improved employee retention.

As a company that prides itself on being a leader in the tech, IT, digital marketing, and creative staffing space. We knew we had a responsibility not only to our clients. But also to our staff, to make sure Resourcing 360 is and remains a safe, supportive, and engaging place to grow personally and professionally. Throughout the Covid-19 pandemic, all of these factors became more clear to us here at Resourcing 360 than ever.

Here’s how we changed our onboarding process for new employees to increase retention.