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Meg Fenney, HR Download founder and CEO, explores why a successful onboarding programme is so critical to team harmony, staff retention, a positive workplace culture, and driving profits. 
I feel there’s a gap between how entrepreneurs and leaders want to lead and guide their people and how many in my profession help them. This is not my way. My way is to help you to lead in a way that is congruent with who you are; to allow you to lead your way while navigating some essentials. Most strong leaders like yourself want HR support that is clear, simple, consistent, and delivered with genuine warmth, so you can replicate this across your organisation. 
 
The first 90 days after a team member joins a business are the most critical, so a successful onboarding process is key. That’s why I’ve created this onboarding service that’s simple for you to use at a time when you need it. It’s delivered via bi-weekly tutorials that explain what you need to do from a compliance perspective and how to do it to enable your new team member to thrive. 
 
So, let’s dive in a little deeper into onboarding and why this programme is going to give you a competitive edge. 

Why Does HR Onboarding Need To Change? 

The secret to your business standing out in today’s employee-centric job market, meaning you can attract the best talent in the marketplace and retain them, isn’t in your brand book. Or your benefits package. Or your business’ success levels. It’s in your onboarding programme. 
Organisations need to update the way they do unboarding to ensure they’re getting the most from team members who are happy and integrated, as quickly as possible. If your onboarding is chaotic, it could affect your employee retention, wider workplace culture, and your profits. 
 
Onboarding is the most important period in the employment lifecycle. Successful onboarding can lead to financial savings and improved compliance, but most important is the increased speed at which the new team member performs for your company. 

8 Reasons To Pay Attention To Our Onboarding Programme 

Here are 8 reasons why employers should pay attention to the HR Download onboarding programme: 

1. Successful Onboarding Can Reduce Turnover (And Turnover Costs) 

Turnover is expensive, though the question I often get asked is how expensive is expensive? 
 
I estimate that the total cost associated with replacing a colleague ranges between 100-300% of their salary. We’re not just talking about taking out ads or paying skilled recruiters for their fees; when a team member quits, other colleagues need to pick up the slack, draining your organisation of time, energy, and resources. 
 
Companies that invest in effective onboarding procedures save money by retaining an additional 50% of new hires that they would have otherwise lost. 

2. Standardised Onboarding Gives A Competitive Edge 

Now you’re retaining more new people and have fewer vacant jobs, this means higher rates of productivity for your organisation than you’ve had before. 
 
When members of your team aren’t scrambling to fill positions and juggle multiple roles at once, they can focus entirely on the work in front of them. The result is simple, you have colleagues who are happier and more productive – 50% more productive. This, in turn, improves how your organisation looks to candidates. 
 
So, let me ask you this: would you rather work for the company where everyone seems overwhelmed, or the competitor down the road that seems to take great care of its people? When it’s put like that, it becomes so simple. 

3. Onboarding Ensures Team Compliance From Day One 

Compliance is what keeps your business protected, and onboarding is the first step. In broad terms, the compliance training a colleague undergoes during onboarding sets the tone for their experience in the workplace, including what kind of conduct is expected, how to interact with customers and team members. You should also have the mandatory safety training that your safety provider has recommended included within this period. 
 
HR Download’s onboarding programme does not cover that, because it’s bespoke to your organisational needs, but I do have strong safety organisational links that I can connect you to if you need them. 
 
With the government stepping up its audits on the right to work in the UK (attracting a £20,000 fine for lack of governance surrounding this), and making it illegal to not issue an employment contract from day one, no company can risk taking a non-standardised approach to compliance paperwork. If you need contracts, we can help; if you already have them, use the current organisational contract. 

4. Onboarding Tells New Hires What They Need To Know To Do Their Jobs 

Very few people walk into a new job knowing exactly what to do and how to do it – even experienced hires don’t know how your organisation is structured and who they need to go to for what. The onboarding process is your opportunity to clarify fundamental expectations, address uncertainties, and answer big questions before they can develop into safety issues and productivity killers. 
 
Onboarding should cover everything from making sure colleagues have the right legal documentation and access to the tools and equipment they need, to setting the framework for an ongoing performance discussion with management and leadership. HR Download’s tutorials make this simple. 

5. Onboarding Helps Maintain And Enrich Your Workplace Culture 

When people are assessing job opportunities, culture makes all the difference for their selection – I can’t overemphasise the importance of culture. Culture can be described simply as: what’s it like to work around here? 
 
Onboarding is the opportunity for the organisation to answer that question. People say you can have an amazing strategy and a brilliant plan, but nothing will happen in a poor culture. You need to have control of your culture to ensure that it’s not the thing that prevents your company from realising your vision and dreams. 
 
Through onboarding, you can clearly demonstrate your company’s mission, values, and unique characteristics – at the moment when a colleague is at their most receptive. 
 
Onboarding also shows new hires how they can interact with and influence the culture through their actions and attitudes at work. 

6. Onboarding Cultivates Teamwork, Mentorship And Leadership 

Managers can take a number of concrete steps during the onboarding process to forge powerful, lasting connections with new team members. Our onboarding programme is designed to: 
 
Help new hires feel settled in and relaxed (when people are relaxed, they perform at their best) 
Focus on the human element to connect and build relationships with colleagues, new and old, on an emotional and personal level 
Enable real conversations about performance to take place 
Onboarding is a crucial tool for managers to develop members of their teams, pass along institutional knowledge, and plant the seeds for future organisational leaders. Rather than looking for a new job, colleagues will be motivated to go after roles within the business. 

7. Onboarding Keeps Managers Accessible And Accountable 

When a colleague quits, they usually do so because of issues with their direct manager. The best way to avoid this is through bi-weekly meetings with managers and colleagues, especially at the outset. These check-ins can: 
 
Act as a temperature gauge for a new team member’s wellbeing 
Build rapport 
Provide colleagues with the chance to offer feedback 
Keep management and team members accountable to the settling in journey, so they feel able to perform their role 
 
All of this is important not only because it’s a reminder that your people are people and not just employee numbers, but because it’s an opportunity to find and correct any current compliance or performance problems. 
 
With a fantastic support system like HR Download’s onboarding tutorials, you can help managers stay on track with bi-weekly support right from the point that they select their new hire from the candidate pool. 

8. Implementing An Effective Onboarding Programme With HR Download 

Although onboarding can seem overwhelming, it isn’t rocket science. To keep your onboarding programme simple and aligned with your other team processes, follow the HR Download tutorials that are delivered bi-weekly via email. These will walk you through: 
 
The step-by-step process from the offer stage, through to how to set an effective objective and hold strong 1:1s 
How to close probation early for new hires that are not right safely within employment law 
How to coach new team members, enabling them to perform for your company faster 
 
Most people just don’t know where to start – with this programme, all you need to do is set aside time to implement the programme knowing you’ll reap all of the above rewards for your business. 

8 Reasons To Pay Attention To Our Onboarding Programme 

More leaders are waking up to the importance of a successful onboarding programme to integrate team members into their organisation in a more seamless way that benefits both employee and manager. 
 
If you’re still wondering how much time to dedicate to onboarding, which onboarding step is the most crucial to start with, or want to know how a new onboarding programme can fit with your existing HR processes, please don’t hesitate to get in touch. 
 
For more information about any of our HR support services, please contact us here
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