Employee engagement is an unremitting challenge.
In this era of The Great Resignation and The Great Re-Shuffling, statistically, new hires look for their next job within six months of being hired. It’s your job to keep everyone from the newest employees to the long-tenured connected to the company culture from Day One until retirement (or after, see Starbucks’ Alumni Community).
Win hearts and minds of new hires even before Day One and continue that engagement through a comprehensive preboarding, reboarding and onboarding program.
This tip sheet by affiliate consultant Kristin Graham covers how to create a strong orientation program. Here’s four areas to consider:
Spotboarding invests in particular groups or teams and empowers them to be culture carriers. This can be done anytime.
Preboarding captures attention early and makes the culture promise real. This is the time between an employee accepting the offer and starting the new job.
Onboarding sets the expectations for how the company supports and communicates to employees. This is the first 90 days.
Reboarding resets the experience for people who joined the company during the pandemic, are in the office part-time or work entirely remotely.
