Who is the onboarding manager accountable for new hire success?

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With employee engagement increasingly taking the lead as the metric of choice for HR and talent teams, how new hires commence their relationship with your organization has never been more important; but who is accountable for ensuring new hires are engaged and onboarded effectively?

86% of new hires say they made up their mind whether to stay or leave in their first three months.
Furthermore, 79% said they left their new organization due to a lack of appreciation.

There is a common belief that the success of new hire onboarding lies with HR and L&D teams and that once the program has been created, it is the learner’s responsibility to complete it.

So where does that leave the line manager?

Often there is a bewildering amount to learn for new starters and frequently, a confusing array of resources available. This makes it challenging for new hires to become job ready and perform in their role which results in high attrition. All too often, what the new hire needs most is a committed and available line manager that provides support and feedback throughout the process. However, line managers are frequently stretched with many responsibilities and a wide range of objectives, usually meaning that the needs of their newest recruits can get relegated in the pursuit of achieving the most urgent goal.

Maybe it is time to build stronger, more defined responsibilities for your onboarding managers, making it easier for them to give the necessary support.

Our solution, On.Board, provides a means by which your new hires have 24/7 access to relevant and purposeful content, plus a variety of activities that develop their capabilities in a structured manner. With our Web App onboarding managers can conveniently view progress and provide short, specific feedback at the point of need, proving effective in new hire development and increasing engagement. This contemporary technology means that all parties can receive alerts instantly ensuring everyone takes ownership of their responsibilities, therefore, increasing completion rates.

Finally, engagement can be tracked and data used to support local onboarding managers and new hires as well as improving activities and content, to continually refine your onboarding experience. A recent study shared that engagement increased by 10% when local leaders were active in the onboarding experience and resulted in the uplifts in the region of 25% on key performance metrics.

If you would like to know more about creating your own onboarding Web App to engage your new hires and onboarding managers, connect with us here.

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