Onboarding Program

What is the Onboarding Program? 

Today, many organizations have new hire onboarding processes that include opportunities to recognize a new hire milestone. Our new onboarding program enables administrators to create an automated way to send recognition (and optional rewards) to a new hire in celebration of XX days being employed.

Why It Matters

• Lack of Onboarding Processes

  • Research shows that 88% of organizations don’t onboard well, and only 12% of employees strongly agree that their organization does a great job of onboarding. For optimum onboarding results, the onboarding responsibility is best shared between the entire organization.

  • Unfortunately, they also report that 60% of companies don’t set any objectives or establish benchmarks for new recruits to help measure the effectiveness (or lack thereof) of their onboarding efforts.

  • Approximately 35% of companies spend zero dollars on onboarding, and the majority of these organizations spend approximately $11,000 on recruitment and turnover costs!

• Improved Retention

  • Employees are 69% more likely to stay with a company for three years if they experience a great onboarding process. Organizations with strong onboarding processes can increase new hire retention by 82% and improve productivity by 70%.

  • Over 50% of new hires quit their job when their onboarding was one week or less, and 25% of workers do not trust their employers.

How It Works

This is an onboarding recognition coming from the company, designed to have rewards available for various milestones in the onboarding process (similar to Connects Celebrates). A new employee would be able to login and see recognition for themselves, based on their tenure date.

• Set and Forget: Automatically recognizes milestones based on tenure date
• Peer-to-Peer Socialization allows employees to celebrate, like and comment on activity
• Opening experience available, allowing opportunity for branding / components.
• Send Privately, to control who is able to see the activity