Asking new hires about your onboarding process can be difficult and sometimes ineffective, as they cannot tell you bluntly how they feel about it. For you to know your onboarding success, you must determine your KPIs and know how to measure the effectiveness of your onboarding program.
Great onboarding can improve customer retention by 82%-
But
88% of the companies don’t onboard well
With this article, we will determine how you can measure the effectiveness of your onboarding program and how to build one.
Why do you need to measure its impact?
Because your onboarding process has a significant impact on user experience, you must understand what most impresses your employees. Let’s look at some of the ways wherein you can benefit from your onboarding program:
- Reduce the turnover
The first days are important to build a foundation among your new employees and organization. It is important that your employees feel welcomed and think of themselves as integral members of the organization.
When they are happy about the environment, they are most likely to stay in the organization which will reduce employee turnover.
- Increase the productivity
It takes a general employee 6 to 8 months to reach full productivity, but with efficient onboarding, you can speed up the process.
- Employee experience
Onboarding affects not only new employees but also existing ones. With your new employees getting comfortable with the new environment, they are likely to contribute to the work much faster.
It also makes the manager’s job easier, and the employees are the ones who contribute the most.
- Set your goals
To determine if your onboarding process is successful, it is also important that you determine how your success will look like. You must determine what parameters you should consider using to measure onboarding success.
The parameters for your onboarding success
- Employee satisfaction – You must determine the onboarding effectiveness with the employee satisfaction.
- Understanding of the company- if your employees are now familiar with the office culture. They must be aware of the culture and expectations of the job role. If the employee is aware of the company terms and conditions after the onboarding, it means the program is saucerful. The process can be tiring and boring for the employee, hence you must find ways to make it interesting and engaging for the employees.
- Retention rate- you can see the retention rate for your employees during the program and see if they are interacting with it.
- Productivity- onboarding should help your employees determine the ins and out of the job and analyze what their job roles are to improve productivity.
How can you measure the effectiveness of the onboarding program?
58% say their onboarding program is based mostly on paperwork!
With ineffective onboarding, you are most likely to lose the employees to better companies. Let us know what parameters you require to evaluate the onboarding effectiveness.
- Course completion rate
Onboarding usually involves compliance- or skill-related training, which can be divided into certain courses and tracked further. With your platform, you can see how many people are completing the program. A low completion rate indicates that people are either uninterested in the course or do not find the resource useful. It might also indicate that team members are not engaged enough, so you might add different elements to the course afterward.
- Productivity
The main motive for onboarding is to determine better productivity for the employees. You can talk to the managers and check on the productivity of the employees. If the job has trackable outputs, you can check it and see what are the parameters achieved.
- Engagement rates
You must also check the engagement rates of the employees and see how much they are present or absent in the course. Also, give regular anonymous surveys for the employees to check how they like the onboarding process.
- You can utilize the quiz
You can see how much the new employees have learned, and you can do it with the help of quizzes. Ask the new employees how they will plan their daily tasks and how they will make the most out of the resources.
- New hire feedback
You can directly ask the new hires about their feedback on the company culture and the onboarding success. Also the areas they would like to improve and what the factors were that they enjoyed most. They can give suggestions if they want to add to something or for any personalization they need.
- Survey people around them
You can also conduct surveys with the people around them. You can ask the people how the new employees are doing and how they are coping with the new environment and the new job.
How can you ensure onboarding success?
- Use LMS
The most important aspect of making your onboarding engaging is using an LMS platform. With the LMS platform, you can add many features like gamification, live chat, community, and many others to make the process much easier and more engaging.
The courses can be given in much smaller parts that are easily consumable. You can add quizzes after the courses to see how much the employee has learned.
LMS like Acadle helps you make customized platforms for a seamless journey of your employees.
- Easy usability
The interface of your training program should be easy so that your users find it easy to use and access the resources. If your user interface is difficult, it is very easy to lose the customer.
- Understand your employee journey
Make sure you know what your employee requires at the moment. You must know their journey and produce resources accordingly for excellent customer retention. Initially, you must prepare excellent onboarding courses, and later on, in the journey, you must give them the required courses.
