Onboarding plays a crucial role in influencing the Great Resignation. In our first article, Strong Onboarding Can Help Companies Navigate the ‘Great Resignation’, learn a multifaceted approach change management experts can use to guide a company through the Great Resignation while retaining its workforce. In our second article, Utilizing Re-Boarding Through the Great Resignation, learn ways change managers can retain and engage an organization's current workforce.


Enjoy the articles below, and as always let us know what you think. Email us at guides@changeguidesllc.com.

Strong Onboarding Can Help Companies

Navigate the ‘Great Resignation’

Onboarding plays a crucial role in influencing the Great Resignation.’ 41% of companies believe that not having a structured onboarding process is detrimental to their organization according to research. Amid the Great Resignation, a seasoned change management expert can be called upon to guide a company through the challenges of retaining its workforce. 69% of employees state that they’re more likely to remain with a company if they receive great onboarding experience according to a study by PwC.

 

By employing a multifaceted approach, change management experts can guide a company through the Great Resignation while retaining its workforce. It starts with great onboarding, as employees who receive effective onboarding feel 18 times more committed to their organization. According to the Work Institute, 37.9% of people that leave a company leave within the first year. 2 out of 3 employees decided to leave within 6 months.

 

  1. First Impressions Matter: Effective onboarding sets the tone for a great employee experience. If onboarding is paperwork forward, disorganized, confusing and lacks engagement it can contribute to a negative perception of the organization. Initial impressions can determine whether an employee stays or leaves a company.


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Utilizing Re-Onboarding through the Great Resignation

In today’s ever-changing workplace, amid the Great Resignation, shifting people and teams are creating imbalances across companies. Employees quit their jobs in record numbers in 2021 and 2022 as ample job opportunities and higher pay lured them elsewhere.


According to the Federal JOLTS report, in 2022 approximately 50.5 million people quit their jobs. The Sloan Review states the five leading factors causing employees to leave their jobs include:


1) Toxic corporate culture

2) Job insecurity and reorganization

3) High levels of innovation

4) Failure to recognize performance

5) Poor response to COVID-19

 

As we continue to center the conversation around the people that are leaving their jobs due to these factors, the employees that are choosing to stay at these companies are now being asked to pick up the slack left behind and take on more responsibilities and work which in turn can lead to employee burnout and continue to deteriorate already struggling cultures, job insecurity and the ever increasingly fast pace of technology.


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