Optimising New Hire

Engagement and

Performance

Nick Murphy – Director & Principal Consultant NJM Consulting

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Organisations invest significant time and resource attracting

talent – between 15%-20% of annual salary is standard

Turnover rates of 25% in the first year of employment are

common.

First impressions count – how you induct, orientate and

engage new team members is a critical factor in retention

and engagement.

We invest significantly in talent acquisition, but do we invest effectively

in the new hire experience?

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152 Respondents

from senior HR &

Business

professionals

across the globe

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Advertising Cloud Download Worldwide

Data was gathered via survey with respondents asked the following

questions…..

Organisational Performance Importance and effectiveness Positive engagement levers

1. In my organisation I would describe our

process for new hires as? • Highly Effective

• Effective

• Requiring improvement

• Poor

2. In my organisation, administration and

information gathering before a new hire

commences is? • Highly Effective

• Effective

• Room for improvement

• Poor

3. In my organisation, new starters have a clear

and documented start up plan? • All of the time

• Most of the time

• Sometimes

• Rarely

4. Managers in my organisation are effective at

setting up plans for new hires? • Highly effective

• Effective

• Somewhat effective

• Poor

5. How important do you believe these factors are

on new hire performance and engagement?

• Having clear expectations and goals

• Regular and effective engagement with direct manager

• Training in core policies, processes and systems

• Having an effective mentor or buddy

• Establishing effective co-worker relationships

• Understanding organisational culture and values

• Achieving some quick wins

• IT & Administration being set up effectively

6. How effective is your organisation with respect

to these factors?

• Establishing expectations and goals for new hires

• Regular and effective engagement from the direct manager

• Training in core policies, processes and systems

• Providing an effective mentoring or buddy system

• Helping new hires understand culture and values

• Helping new hires achieve quick wins

• Ensuring new hires are set up with IT from day 1

7. In your opinion what three (3) things will

most positively impact new hire

performance and engagement?

Negative engagement levers

8. In your opinion, what three (3) things will

most negatively impact new hire

performance and engagement?

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• 152 Respondents

• Diversity of industries

• HR & Business

professionals

• Respondents from across

the globe

Advertising Cloud Download Worldwide

Survey feedback was strong, and opinions were openly provided….

Online survey capturing quantitative data

Free text questions capturing opinions

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01 Leaders hold the key 02 Alignment

Poor role clarity and misalignment of candidates

to culture and values are seen as a primary reason

for new hires failing.

03 Have a plan

Only 12% of respondents felt their organisation

planned effectively for new hires

04 Co Worker Power

95% of respondents felt that establishing effective

co-worker relationships was important or critical.

05 Check in, regularly

Regular and effective engagement and feedback

was seen as the single most important factor for

new hires.

06 Get connected

Connecting your new hires to systems, culture

and learning before and from Day 1 is a critical

enabler and a primary determinant of first

impressions!

Six key findings reinforce the opportunities that exist to improve the

experience of new hires

The role the direct Manager plays is the most

important factor and also the area requiring the

most improvement within organisations.

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Overall, respondents saw significant opportunity to improve processes for

new hires…

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Planning for new hires was inconsistent, and the role Managers play in

this was seen as less than effective…….

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1 2 3 4

Weighted

Average Not Important Somewhat

Important

Important Critical

Having clear expectations and goals 30.95% 69.05% 3.69

Regular and effective engagement with manager 2.38% 23.81% 73.81% 3.71

Training in core policies and processes 14.29% 52.38% 33.3% 3.19

Having an effective mentor or buddy 4.76% 33.33% 42.86% 19.05% 2.76

Establishing effective co worker relationships 4.76% 49.74% 42.86% 3.38

Understanding organisational culture and values 13.96% 52.38% 35.71% 3.34

Achieving some quick wins 2.38% 26.19% 61.9% 9.52% 2.79

IT and Administration being set up 2.38% 11.9% 33.33% 52.38% 3.36

Establishing expectations and goals, regular and effective feedback, IT set

up and co worker relationships were key drivers for engagement….

The new hire experience is impacted by a number of

factors. Business process maturity intersects with

leadership effectiveness to make the experience

good, bad or indifferent!

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1 2 3 4

Weighted

Average Poor Room for

Improvement

Effective Highly Effective

Establishing expectations and goals for new hires 9.52% 45.24% 35.71% 9.52% 2.45

Regular and effective engagement from the manager 9.52% 42.86% 40.48% 7.14% 2.45

Training in core policies and processes 9.52% 47.62% 38.10% 4.76% 2.38

Providing an effective mentor or buddy program 35.71% 33.33% 26.19% 4.76% 2

Facilitating effective co-worker relationships 9.52% 38.10% 47.62% 4.76% 2.48

Helping new hires understand culture and values 16.67% 30.95% 38.10% 14.29% 2.5

Helping new hires achieve some quick wins 14.29% 54.76% 30.95% - 2.17

Ensuring new hires are set up with IT from day 1 19.05% 26.19% 35.71% 19.05% 2.55

Effectiveness levels varied greatly between respondents and

demonstrated room for improvement in many factors impacting new hire

engagement…..

There is a lot of opportunity for organisations to improve the

way they engage with and manage new hires. On the flip side,

there are pockets of excellence and a relatively stronger focus

on IT set up and enabling effective co worker relationships.

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What three factors will most positively impact new hire engagement and

performance?

Category Analysis

1. Establishing clear expectations and goals

2. Induction and orientation planning

3. Regular and effective feedback

4. Values alignment

5. Training plan

6. Tools of the trade ready and working

7. Support through peers, buddies and mentors

Some standout opinions

“Making sure the job and culture fit is right for a start”

“People Managers must own this”

“Access to the tools I need from day 1”

“Help people understand the values and culture”

“Check in, check in, check in”

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What three factors will most negatively impact new hire engagement and

performance?

Category Analysis

1. Poor role clarity and performance expectations

2. Lack of effort and presence from the Manager

3. Poor planning and coordination

4. Not connecting with colleagues

5. Not being engaged in values and culture

6. No process or cycle of feedback

7. Tools of trade and systems not being set up

Some standout opinions

“Absence does not make the heart grow fonder”

“Lack of clarity and poor feedback loop”

“Left to find their own way”

“Not being actively connected”

“Reality misaligned to expectations set during the

recruitment process”

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Recruitment and Selection

• Do you accurately and consistently communicate culture and role

expectations during the selection process?

• Do you assess and test for cultural fit and values alignment?

• Are you effective at defining roles and the capabilities / skills we are

looking for with our new hires?

Ask yourself these questions as you consider how your organization is placed to meet

new hire expectations!

Pre start and administration

• Are you efficiently and accurately capturing new hire information?

• Do you have clear accountabilities and processes for IT and systems

set up?

• Do you engage with our new hires before day 1, send out welcome

packs, company policies, team profiles, etc.?

Planning and preparation

• Do you have a consistent process for induction and orientation?

• Is it clear in your organisation who is responsible for induction and

orientation planning?

• Does your new hire have a week 1 plan, schedule of meetings, meet &

greet opportunities etc.?

Capturing and acting on feedback

• Do you measure the experience of your new hires?

• Do you seek formal or informal feedback from new hires about their

experience?

• Do you measure turnover of new hires?

Colleagues, culture and training

• Are colleagues actively involved in the new hire experience?

• Do you actively engage your new hires in training on company values,

culture and expectations?

• Do you have a standard program of training on core policies,

procedures and systems?

The role of the leader

• Do your people leaders actively manage and take ownership of the new

hire experience?

• Are your leaders effective at giving regular feedback, paving the way

with relationships and setting expectations over the first 2 months of a

new team member joining your organisation?

• Do you have a mentoring program?

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Six practical things any organisation can do to improve the new hire

experience

Survey everyone who has joined your organisation in the last year, ask them what worked well and

what needs to improve. Use this as a basis for prioritising improvements.

At least one week before a new team member commences, hold a pre start meeting with HR, IT &

the manager. Work off a standard checklist to make sure you are prepared.

Develop and utilise a pre-start questionnaire for new starters. Understand a bit more about your

new team member, what they are looking forward to, need help with, unsure about etc.

Appoint a member of the team to act as a buddy and support person for the first month. Develop a

simple role description outlining the responsibilities of the buddy.

Develop a short presentation that provides an overview of the organisation, strategy, priorities, values

and key policies. Make it the responsibility of the Manager to take new hires through this in week 1

06 Establish and track two KPI’s. % turnover after 12 months service and new hire engagement after 6

months service. Start improving the second KPI and the first KPI will improve with it!

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There are some great technology solutions that can help with recruitment,

onboarding and engagement. Here are a few to consider*….

* The Author has no relationship, commercial or otherwise with these providers and they represent a sample of what is a great range of HR software solutions in the marketplace

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Get in Touch

www.linkedin.com/in/nick-murphy-5a966819

NJM Consulting o Strategy

o Insights

o Action