Once you have made your hire, set your plan for the future and are ready to move forward, you face a pivotal moment, for both your team and your new leader. The first few months of employment are the most critical for a new hire at any level, including the C-Suite. No matter how successful your recruitment process, if you do not have an established, strategic on-boarding process in place, you could find yourself recruiting for that role again much sooner than you’d like.
Data shows that, without an on-boarding program, new employees are less productive, feel disconnected from the team and are more stressed out about the expectations of their role. Additionally, organizations that lack an established on-boarding process will see higher turnover rates, lower employee engagement and a substantial loss of productivity. The positive impact of dedicating time and resources to your on-boarding program will reach across the organization, touching finance, operations and culture.
On-boarding reduces costly employee turnover. Recent estimates from SHRM state that the cost of replacing an employee is between one hundred percent and three hundred percent of the employee’s annual salary. Organizations that invest time in on-boarding new leaders and truly bring them into the fold will avoid creating a ‘revolving door’ culture and will succeed in keeping their top talent for the long-term.
On-boarding increases productivity. Healthcare team members want to use their time and resources to provide the best care for their patients. With lower turnover and fewer open positions, your team will see higher levels of productivity and employees are less likely to feel overwhelmed and overworked. This creates more opportunities for improved patient care and, as employees feel valued, their engagement will increase. Not only will enhanced engagement improve corporate culture, it is a strong recruiting tool when you do need to fill a position.
On-boarding creates standardization. The training your new employees receive during on-boarding will set the stage for their tenure with your organization. This creates an opportunity to set clear standards and expectations for everything from workplace conduct to patient care practices. In the past, the on-boarding process focused mostly on the administrative tasks of hiring a new employee and the process was led by Human Resources. When this process is led by the specific department as part of an organization-wide on-boarding program, it allows the goals of the department to be front-and-center, creating a standardized approach to success.
On-boarding sets expectations. One of the most confusing parts of beginning a new position is understanding the expectations at each level in the organization. While a job description may be established, there are cultural, organic expectations that are often piled on after a new leader starts. This can lead to confusion on the part of employees and frustration on the part of the new leader. However, with a specifically defined and clearly communicated on-boarding program, you can avoid this rough patch and ensure the new partnership begins with a clear understanding.
On-boarding enriches your organizational culture. One of the hardest parts of starting a new position is learning the navigate the waters of a new environment. Understanding how to identify the key stakeholders, how to approach sensitive issues and knowing where the emotional potholes are will set your new executive up for success. An on-boarding program gives you the opportunity to explain the culture, the infrastructure and the history of your hospital or health system in much greater detail. You can also ensure that each new employee receives the same information about your organization’s mission, vision, values and goals, which creates the opportunity for early collaboration and a strong sense of teamwork.
On-boarding creates accountability. The best on-boarding programs are long-term support systems for employees. They continue to provide benefits much past a new leader’s first 30 or 60 days. Establishing periodic meetings with your new hires for them to ask questions and provide feedback ensures that the lines of communication are open and keeps both the new hire and the department accountable for achieving their goals.
While on-boarding is a crucial part of enhancing your employee engagement and maintaining high levels of staff retention, it is one piece of the puzzle in the process of recruiting top-level executives and creating a supportive, patient-centric culture within your organization. To learn more about these best practices, contact the experts at Cejka Search here.
