A rocky start to a new job has expensive consequences. 20% of employee turnover happens within 45 days, and the cost of each one of those resignation letters ranges from one-half to twice the employee’s annual salary, depending on the role.
These losses are staggering but not surprising, considering only 12% of employees agree their organizations do a great job onboarding new hires. The takeaway? A strong onboarding program (and the onboarding template you use to create it) is worth its weight in gold.
What makes strong onboarding? The objective, at its most basic, is to bring new hires “on board”: Your focus is to lift new hires out of an ocean of ambiguity and onto your ship. There, they can meet the captain and crew, see where the ship’s heading, and “learn the ropes” to help you get there.
Onboarding is necessary for every organization, but there’s no one-size-fits-all solution—if there were, we would give you one onboarding template instead of 32. But onboarding programs succeed when they answer specific questions about your organization and the new hire’s role, like “What defines our company culture?” “What’s our performance review process?” “What is this role’s workflow like?”