Employee integration | How to unlock the power of onboarding using data

Does your onboarding experience measure up? How would you know?

A successful onboarding strategy can have a huge impact on everything from engagement, performance and retention, to administrative costs. But how do you measure the impact your onboarding is having – teasing apart its effect from the effect of a host of other HR initiatives? And how do you measure impact in a way that helps you not just to understand what’s working and what isn’t, but also to use the knowledge you’ve gleaned to continuously improve the system?

What do we mean by success?

To some degree, this will be subjective. When you’re looking to change your onboarding strategy, whether it’s an entire overhaul of process and technology, or just a few important tweaks, you’ll have key objectives you’ll want to address. Perhaps you feel that retention in the first 12 months of employment needs to be higher. Or that there are certain areas of the business where engagement could be substantially improved. Or maybe you think that employees’ productivity during their first year could be enhanced. Once your objectives are set, you can devise ways to measure what success looks like.