Team development and team events for on boarding processes: sow trust, harvest commitment
Greeting round, bouquet of flowers, a readily set up place to work: whoever greets new team members in such a manner already has a good chance that they will also stay. This isn’t a given. Studies show that 36 percent of all new team members leave their place of employment within the first six months as the so called “on boarding” didn’t work.
Structure onboarding processes
According to recent studies, the on boarding process is one of the most important factors in keeping employees in the company for a long time. An important part of this is that the onboarding process is structured. This makes the successful integration of new colleagues up to 50% more likely and also leads to increased motivation, productivity and long-term loyalty to the company.
In many companies it is common to throw new employees in at the deep end and leave them to their own devices after just a few days. Often there are no standardised onboarding measures and everything is discussed and handled internally. The internal colleagues who are supposed to take care of the new person often do not have the capacity to ensure a comprehensive onboarding.
A well-designed onboarding process, on the other hand, enables new employees to be productive quickly and does not tie up other internal resources for an unnecessarily long time.
A study by Haufe myOnboarding shows that there is still enormous potential in the onboarding of new employees at many companies and that many companies do not seek external advice on how they can better integrate the new employees into the company.
However, the investment would make sense here, as the budget spent on recruitment can only be recouped through long-term retention and proper staffing.
In addition, high turnover is very negative for the team structure and can have a strong negative impact on performance.
For those who are wringing their hands in the search of skilled workers, they know the amount of work that is involved. And they try their very best to integrate them as well as possible. The first three months are decisive. Whoever familiarises the new employees with the work environment, their colleagues and processes during this time, increases the likelihood of them working in a motivated and engaged manner – and maintain the business long term. This is confirmed by the statistics (and common sense).
The most important factor for recruiting is how the new colleagues work together: only by good relations within the team, the department and the whole company, is effective and productive work possible. A team building event specifically chosen for this purpose can help.
- Psychological safety
- Team performance