Think about it for a minute. You devote thousands of dollars and hundreds of management hours to recruiting, and as a result, you land a great candidate. But all that is for naught if the new hire gets off to a bad start and soon after quits because the onboarding program lacked goals and metrics. If they do stay, the new hire is frustrated because they struggle to get answers, build their internal network, learn the ropes, and reach their productivity goals. As a result, they make errors that impact customers and coworkers. It’s a sad but common result from weak onboarding.
After studying onboarding for over 20 years and even writing a book covering onboarding actions, this author found that the key reason why most onboarding fails is because the process is not managed with data, there are no measurable goals, and no hard metrics to assess the onboarding effort. If you want to shift to a data-driven onboarding model, here are the metrics that you should use.