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Most of america person had astatine slightest 1 onboarding acquisition that had america frantically searching for the exit doors. Maybe you didn’t get the grooming you needed oregon possibly you were overloaded with paperwork. There’s thing worse than being marque caller astatine a institution and feeling wholly mislaid connected who to interaction for help. We’ve each been there, and it wasn’t fun. 😵
An unsatisfactory onboarding acquisition tin beryllium a immense disappointment from the squad members’ perspective.
Additionally, the onboarding acquisition tin person a important interaction connected a company’s retention-rate and productivity-levels.
According to the Brandon Hall Research Group, onboarding acquisition affects retention by up to 82%. Adding to that staggering number, SHRM reports that effectual onboarding processes tin summation a caller hire’s productivity by 50%. In different words, investing clip into processing a robust onboarding process tin acceptable some the squad members and enactment up for semipermanent success.
Clearly, a robust onboarding process should beryllium a apical precedence for each organizations, and Seer is nary different. We took a look astatine our ain information to spot however we were doing and we were a spot amazed astatine the results!
How We Gathered Feedback connected Our Onboarding Process
- Week 1 Survey – This is administered to New Hires aft their archetypal week of onboarding. We inquire for feedback astir our pre-onboarding processes and the newbie’s archetypal week experience.
- Month 1 Survey – This is administered to New Hires aft their archetypal 30 days with Seer. It collects information connected training, workplace connections, managerial support, and more. Both week 1 and period 1 surveys seizure qualitative and quantitative data.
- Energage Survey – This is simply a instrumentality we usage erstwhile a twelvemonth to get a pulse connected the acquisition of our squad members crossed the org. This allows america to spot trends crossed each divisions and teams to pivot and marque changes arsenic necessary.
What the Data Said (& the 3 Things We Changed During Onboarding)
- 1:1 Buddy Program –> Buddy Cohorts
- Back to Back Trainings –> Spread Out Trainings
- Week 1 Homework –> Downsized & Consolidated
Scalability of the Buddy Program
Before: Our beloved buddy programme was primitively created for 3 main purposes: to link our newbies with a seasoned Seer squad subordinate for role-specific support, supply a POC extracurricular of their lawsuit squad during onboarding, and physique community.
However, erstwhile we accrued our hiring volume, we realized this 1:1 strategy wasn’t sustainable and our bully intentions to enactment our newbies had gone retired the window. We determined that scalability is an important origin to see erstwhile gathering onboarding processes and squad subordinate engagement programs.
After: We were assured that the Buddy Program was well-intentioned, we conscionable had to fig retired the champion mode to operation the program, successful bid to guarantee that we were driving worth for New Hires. So, we gave our buddy strategy a revamp; alternatively of pairing newbies 1:1 with seasoned Seer folks, we created newbie cohorts! This allowed for our newbies to physique connections with different caller hires and person role-specific enactment from our tenured Seer team.
Engagement with buddies has already started improving!
Scheduling of Training Sessions
Before: There’s a batch to larn during week 1 — however to way your time, overviews of antithetic divisions, however to navigate the assorted tools that we leverage and more.
In an effort to hole our caller hires, we had unintentionally overwhelmed them by scheduling them for excessively galore back-to-back grooming sessions. Hey, everyone needs a bath break, right? We realized that scheduling successful downtime was a necessity.
After: We looked astatine our grooming docket with caller eyes to spot wherever we could incorporated breaks and down time. We were capable to displacement our grooming sessions to guarantee that our caller hires were lone experiencing 1 hr blocks of grooming astatine a clip earlier they had a break.
Satisfaction complaint accrued to 92% with this shift.
Time Spent connected Homework
Before: Yes, we cognize our caller squad members aren’t successful a accepted classroom, nevertheless they are students of Seer erstwhile they archetypal get started! Our astonishing trainers assigned homework that was intended to heighten everyone’s knowing of the grooming session.
What we missed was the information that each trainer had developed their ain homework individually which created a siloed effect. When we pulled up to instrumentality a holistic presumption of however overmuch our newbies were being assigned it was astonished astatine however overmuch we had been accidentally tasking folks with during their archetypal week!
After: Lastly, we tackled homework assignments. We shifted our grooming doctrine to exclusively absorption connected the astir applicable material. With this approach, we were capable to chopped retired unnecessary assignments, and marque different pieces optional.
Homework clip went down from 14.3 hours to conscionable 2.3.
What Does This Mean For You?
My favourite portion of this onboarding revamp is that we are an enactment who listens to our team’s input and experiences.
We are not acrophobic to excavation into the feedback and information to spot wherever we are excelling and wherever we are … not. We are successful the radical concern and our squad members’ acquisition and well-being is simply a apical precedence (during onboarding and beyond).
🎥 Check retired the video beneath for much connected however this doctrine has shaped Seer for the better:
✔️ If you’re acceptable to beryllium a portion of an enactment that prioritizes its squad members — explore Seer Careers (we’re hiring!)
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