Successfully Onboarding New Employees

Have you ever started a new job and been “thrown” into your role with no training? We have. And having to ask a co-worker you haven’t met yet where the bathroom is can be awwwwkward. On the other hand, we’ve worked for some big companies that had full new employee orientations, schedules for meeting all the managers, and check lists of onboarding goals with timeframes.

LinkedIn posted a super informative infographic on onboarding written by BambooHR. Here are a few stats that we found most interesting:

  • 76% of new hires said “On the job training” is most important in the first week of a new job

  • 31% of new hires have quit a job in the first 6-months (most of those were entry-level or mid-level positions) -- only 3% of upper management left that soon

  • Most of those who left that early felt that Clearer Guidelines would have helped them stay

  • 45% of HR estimates  ineffective onboarding costs over $10,000

Forbes posted a recent article about called How To Get Employee Onboarding Right, which states that the more support and direction you give a new employee, the happier and more productive they are - which doesn’t seem like rocket science. But for many growing firms, it’s just one more thing for which they have to make time.

According to a study the Society of Human Resource Management published, there are “4 C’s” of successful onboarding.

  1. Compliance is the lowest level and includes teaching employees basic legal and policy-related rules and regulations.

  2. Clarification refers to ensuring that employees understand their new jobs and all related expectations.

  3. Culture is a broad category that includes providing employees with a sense of organizational norms— both formal and informal.

  4. Connection refers to the vital interpersonal relationships and information networks that new employees must establish.

Do you need help setting up onboarding plans for new hires? Our background in HR and project management make us an ideal fit to help you quickly get this done. Give us a call to discuss!


Avoid Open Enrollment Headaches

For many companies, Open Enrollment is November 1st to January 31st. So what does that mean for your company? It’s a time to review / reevaluate your insurance plan and enroll in a new plan, if need be.

Abby Rosenberger wrote,in her Small Business Employee Benefits and HR Blog, 5 Tips for Small Business Owners:

  1. Evaluate your current health insurance options

  2. Evaluate new health insurance options

  3. Know the dates

  4. Take advantage of premium tax credits (See IRS info on this)

  5. Communicate with and educate employees

Competitive medical benefits are a crucial part of hiring the best employees. Sure, other perks are greatly appreciated, but having great insurance makes your company more attractive to potential new hires and rewards loyal employees.

Because insurance coverage is so important, it’s now a law that everyone must carry it.  

If you need help reviewing your options, or educating your employees on the benefits offered, let Oak Tree Operations help! We have years of experience in employee relations and HR issues and are ready and available for benefits projects. Please give us a call today to discuss your project.