Onboarding

Why Effective Onboarding Matters

Does your organization have a cohesive, strategic onboarding program? Many companies do not. For example, one firm annually hired seven or eight salespeople who all showed the potential and desire to become managers. However, the company had room to promote only one or two of them each year, so those who weren’t promoted often left the firm. This inefficient hiring approach meant that the majority of sales recruits the company employed would eventually be disappointed.

Fortunately for this firm, the recruiter recognized the problem and implemented a fresh strategy. She divided the positions equally into managerial and sales functions. Each year, the company employed three or four people who competed for the sales manager slots, but it also hired three or four staffers who were career salespeople. Following this approach enabled the firm to reduce turnover and decrease the number of hires. It also boosted employee satisfaction: Staffers who pursued the management track had a better chance of succeeding, and professional salespeople could focus on their true passion – selling.

Always examine why you are employing someone, and consider...