4 Ways You Can Measure The Effectiveness Of Onboarding Programs In Your Organization

Measure The Effectiveness Of Onboarding Programs
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Summary: How do you measure the effectiveness of onboarding programs in your organization? Is it by the happiness you see on the faces of your new hires? Or do you have a metric that you use for measuring it?

Why Measure The Effectiveness Of Learning Programs

Well, the purpose of checking the effectiveness of the onboarding program in your organization is to be sure you're not wasting your money, time, and effort. So if your onboarding program is failing, this will affect both the organization and your employees. An effective employee onboarding program helps organizations retain the best employees. Apart from that, it also helps boost corporate training ROI and save time. So to ensure your company is on the right track with their onboarding program, there's a need to measure the effectiveness of the onboarding program. In this article, we'll be looking at the different ways in which you can measure the effectiveness of an onboarding program for your company.

Having put in so much time, money, and effort to get your new hires onboard, what's next is to offer them an effective onboarding program. This will help you retain them and help them become productive for your organization. Here are 4 metrics that you can use to measure the effectiveness of the onboarding program in your organization.

1. Track Both Voluntary And Involuntary Turnover

One way to measure the effectiveness of the onboarding program in your organization is by tracking the turnover rate. Voluntary turnover happens when employees decide to leave a position in an organization. This could be a result of an ineffective employee onboarding program. Maybe the onboarding training is not adequate, or the organization's culture is below the employees' expectations. On the other hand, involuntary turnover occurs when an employee decides to leave an organization because of one or two reasons that are not personal. Whichever the case, an unexpected increase in the turnover rate of an organization signifies that things are not in order with your employees. So to ensure that this doesn't happen, you can assign mentors and group your new employees into different teams. By doing so, their mentors can help them set clear goals and expectations. This will also help reduce the turnover rate and boost your corporate training ROI.

2. Track Employee Happiness

Another way of measuring the effectiveness of an onboarding program is by tracking employee happiness. This is because it has a direct relationship with how effectively your onboarding program is delivered. While there are many ways you can measure employee happiness, most organizations utilize anonymous surveys or interviews. Tracking employee happiness is an essential first step. This is because happy employees tend to be more productive and stand a chance of staying longer in an organization. So by checking surveys, you are able to check why they are unhappy and improve your onboarding program. Another way you can enhance employee happiness is by designing your offices in a way that encourages coworker interaction. This solution helps make new hires feel involved and happy during the onboarding process.

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3. Track New Hire Satisfaction

Employee satisfaction is a measure of how satisfied your employees are with their job. It can be measured in cognitive, behavioral, and affective components. So, giving them the satisfaction they crave is essential if you want to see them stay in your organization for a long time. One useful way to check your employees’ satisfaction is by giving them surveys to fill out. In the survey, you may ask how they feel about their jobs and what are their workplace expectations. By doing so, you can identify where you're not doing well and improve.

4. Check Who Is Leaving The Company

Just like tracking your overall turnover, tracking who is leaving is also essential for measuring the effectiveness of an onboarding program. Some employees are more valuable in an organization, and seeing them leave can reduce productivity. If your most productive employee is leaving, you must carry out an exit survey to know why. In a similar manner, when new hires are leaving your organization, you should carry out exit interviews to know why they are leaving. This will help you improve your onboarding program and reduce the turnover rate. You can reduce the rate at which new hires leave your organization when you offer them personalized onboarding training. Also, enabling them to develop new skills and introducing social training can help to reduce turnover.

With the above 4 metrics, you can easily measure the effectiveness of your onboarding programs and identify where you're failing. Take your time and improve your onboarding process to retain your new hires and help them become productive.

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