How to Accelerate Productivity of Your New Talent

A cartoon in which the New Guy asks, "Which is the big saw?" even though it's obvious

The statistics on the high dissatisfaction rate of new employees should capture the attention of every HR department and leader looking to engage, develop and retain high performing talent.

Studies by the Society for Industrial and Organizational Psychology show that 50% of all hourly employees leave their new jobs within 120 days and that 50% of senior level outside employees fail before they reach Year 3 on the job. Pretty dismal. When you have invested significant time and money to hire new talent, you look for a payoff…productive employees who are engaged and stay. What is going wrong?

It is not a matter of incompetence…we find that new hires are mostly able to handle their roles. But, after analyzing surveys and following up on exit interviews at clients, it seems that many do not understand how to really get work done day-to-day, how to build effective relationships within the unique cultural parameters, and how to effectively use the company’s business systems and processes. All three of these issues should be covered in the first weeks of new employee onboarding.

Here are four tips on how to onboard new talent better so that new hires feel a part of the corporate culture, understand how to work the systems and become productive, engaged members of the workforce sooner.

  1. Train on systems
    Beyond the typical intro to the company’s mission and values and filling in the necessary documents for HR, new employee onboarding should provide training on the organization’s specific systems and processes required to get work done. Experienced employees “get it” and know what to do and when to do it. But new employees are often at a loss. Sure, they are smart and eager; but they are probably not familiar with the nomenclature and shortcuts of your proprietary systems, processes and practices. Make sure you provide new employees with a simple, easy-to-use manual or a patient instructor so the systems they need to do their job become enablers, not obstacles.
  2. Assign a coach
    Just as having a “big brother” or “big sister” when you went off to school made the adjustment easier, so having a coach at work to show you the ropes can be a huge boon to the newbie. Assign a friendly expert who can help answer the little questions like “what is the password to access the online company directory” to big questions like “in this culture, is it better to go directly to the VP or to my manager to share what I’ve learned about …. “
  3. Provide career opportunities to grow
    Once new hires get their feet on the ground and are feeling more confident on the job, they should have opportunities to branch out. Make sure they are introduced to employees outside of their team and can see how many paths their career could take. The more exposure they have to employees at large, the better they will understand the organization’s strategy and workplace culture; and the better they will be able to understand how they directly contribute to the overall success of the business.
  4. Monitor results
    Overseeing the new hire onboarding process should include specific success metrics. Find out if your new approach is having an effect. Are your new hires ramping up faster? Are they staying on longer? Are they more happily engaged sooner? And when you don’t have the time or inclination for targeted pulse surveys, simply ask them. If you have built sufficient trust, they should be able to fill you in on what has worked well for them and what was missing in the program. Then it’s your job to make suggested changes.

Do make your onboarding process more effective and don’t make your new employees feel like the awkward “new guy” any longer than necessary.

To learn more, download 7 New Employee Orientation and Onboarding Best Practices to Increase Speed to Productivity

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Tracy Esposito
Director, HR Business Partner

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

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Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

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I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

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Human Resource Manager

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

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For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

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Thoratec

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Cindee Van Vleck
Director Human Resources

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