The Perfect Tool for Hiring, Training and Retaining Your Talent
What is onboarding? Simply put, it’s part of a comprehensive approach to ensuring each employee joining an organization is thoroughly immersed in the culture and operational systems of the entity.
Onboarding is a priority because it ensures new employees are properly trained and understand their job functions. When new hires fail to understand their role, they often lack the ability to be productive team members, which reveals flaws in how they were hired or introduced to the company.
Let NBRI’s Onboarding Surveys help you:
- Assess the effectiveness of your current employee onboarding program.
- Identify the key components to include in your employee onboarding program.
- Determine the challenges and issues faced by your company’s new employees.
- Understand the perceptions new employees have of their hiring experience.
- Discover why new employees are drawn to your organization.
- Make new hires more productive faster.
- Address the reasons some employees leave during the first year.
- Improve the recruiting process.
- Gain long-term commitment from new employees.
- Measure the success of your employee onboarding program over time.
Hiring is one of the most important and most expensive undertakings of every enterprise. Those who get it right become the envy of their industry while driving down their cost of doing business.
Trust NBRI to help you remove the guesswork in assessing your company’s onboarding process.
When you hire NBRI, you’re hiring more than a company to conduct survey research. You’re hiring a business partner with a sincere interest in the health and success of your company.
Give us a call. We’re confident that you’ll find us a valuable partner capable of fulfilling your survey research needs, and exceeding your expectations.
Case Study: Onboarding Survey
One of the top 10 fastest-growing companies in the U.S. was experiencing 22% turnover, in addition to the enormous costs of downtime and hard expense associated with attracting and re-training replacement talent.
A formal onboarding process was in place, but had not been assessed, so NBRI was hired to conduct Employee Onboarding Surveys.
New Employee Onboarding Isn’t An Optional Undertaking
Results showed the fast-paced environment had provided little or no time for the onboarding process, leaving supervisors frustrated and new hires without support systems that would ensure their success.
Even so, senior management had been assured the onboarding process was being implemented. With hard data to support this fact, supervisors were given the needed support from senior management to take the time to fully follow the onboarding process.
NBRI’s analysis and recommendations provided senior management with the critical information needed to bring turnover rates below 10% within 6 months, and with the addition of NBRI Employee Surveys, turnover rates were at less than 5% within one year, representing an enormous ROI.
Though results obviously vary; the significance of onboarding cannot be overstated, highlighting the need for onboarding surveys.
At their core, the surveys are a great tool for helping companies measure their performance against established internal benchmarks, providing desperately needed information to assess the health of the business.
But just as important, the accurate information obtained from onboarding surveys allows organizations to judge their performance against external industry benchmarks, making them aware of the ways they might be falling behind their competition.
Employee Engagement Surveys
Measure the extent to which employees are passionate about their work and emotionally committed to their coworkers and company.
Employee Pulse Surveys
Deliver a steady stream of data about employees' attitudes toward their organization.
Employee Satisfaction Surveys
Allow for increased productivity, job satisfaction, and loyalty by identifying the root causes of employee satisfaction and targeting these areas.
360 Degree Feedback Surveys
Provide feedback from members of an employee's immediate work circle, such as subordinates, peers, and supervisors, as well as self-evaluation.