A high staff turnover rate is costly. Having an effective onboarding process can train staff quickly and keep them around longer. Whether it is informing the new hire of the programs available to them or letting them know what will be expected of them, onboarding sets the foundation for a harmonious relationship with your employees.
We already know that onboarding training and maintenance training for staff are essential. But there is a key element of workplace training which is often ignored: tracking employee training.[line]
Tracking employee training is important for several reasons:
It helps you to know that your staff up to date with advances in industry, technology and legislation
When you assume you make an ass out of u and ur company. You should never assume that your staff is on top of any developments within the industry. Instead, you need to track their training and development. Keeping abreast of technology improvements and advancements keeps your staff at the top of their game. Making sure your staff are up to date with rules and regulations is especially important in terms of health and safety. It is your responsibility to monitor your employees' health and safety training and knowledge and ensure that they are well-versed in your OHS policies to protect them from accident or injury.
I've deliberately paraphrased a heading that was used in a piece recently published by Matt Jones from Advanced Safety NZ, Workplace H&S Inductions - the forgotten piece of the puzzle. While the original heading was focused on health and safety inductions, he expanded within the article on the importance of "drawing a line in the sand" to create a "confident workforce, empowered leaders and a safer place to work".
The cost of staff turnover is one of the largest – and hardest to calculate – costs to a business. There are five major elements to this cost, some tangible and others intangible. We like to think of them as five reasons to limit your staff turnover.
Starting a new job is a rewarding and challenging time for a new employee. The employee’s excitement about the new role is often accompanied by confusion about what is expected of them and the processes of the job, which can be incredibly frustrating. As these first few days leave a lasting impression, it’s important to limit the confusion and frustration as much as possible, which is where a good induction program comes into play.
Engaging with new employees needs to be at the forefront of your hiring process. It is hard enough to retain top-tier talent in a competitive job market as it is, so making new hires feel at home is of paramount importance. The most effective way to do this is to put together a comprehensive onboarding plan for them to get acquainted with. This is the quickest way to get new hires up to speed on all of the important things, such as procedural and operational practices, as well as the smaller things that have a big impact on morale and productivity such as office culture.
Intuto was designed to make online training simple and affordable for small to medium sized businesses. We want to help you deliver content to your staff to educate your workforce and enable a more professional, safer experience to your customers.
New employees are most likely to leave a company within 18 months of tenure, and 90% of new hires decide within the first 6 months on the job whether or not they are going to stay with the organisation, according to a recent article by the AICPA. Not only that, but the 500 largest companies are currently facing a talent crisis, likely losing 50% of their senior level managers in the next 5 years.
In an ideal world, every employee would be productive and happy, would recruit more productive and happy employees for you, and would never want to leave their jobs. Unfortunately, reality is not so ideal. Employee turnover in the hospitality industry is an enormous problem; a 2015 Deloitte study found that turnover can be as high as 31% for restaurant and hotel employees. That's a staggering figure!