The truth is that most companies drop the ball when it comes to onboarding new hires.
But it doesn't have to be that way.
In this article, we'll explore 12 onboarding metrics that can seriously improve the onboarding process.
We’ll cover:
- Why is it important to track onboarding metrics?
- 12 onboarding metrics that will keep candidates happy (and turn them into long-time employees)
Let’s get started.
Why is it important to track onboarding metrics?
Tracking metrics may seem like a lot of work, but it can allow you to make evidence-based decisions.
Here’s why:
- Measure what matters. Hey, you know that saying "you can't improve what you don't measure"? Well, it's especially true for onboarding. How else will you know if your program is firing on all cylinders or needs a tune-up?
- Continuous improvement. Onboarding isn't a set-it-and-forget-it deal. It's an ongoing process that requires tweaking and refining. By keeping tabs on those all-important metrics, you can identify areas for improvement and make data-driven decisions.
- More data helps you choose the best candidates. Let's be real, onboarding programs can be a big investment. But with hard data, you can justify the resources and demonstrate the ROI.
12 most important onboarding metrics you should be following
We’ve boiled down onboarding metrics to the most important 12 so we don’t boggle you too much with details or obscure stratagems.
Take a look:
1. Time to productivity
Want to get your new hires up to speed quickly? Measuring time to productivity can reveal how efficiently your onboarding process integrates employees into their roles.
Here's how you can accelerate the process:
- Create a structured onboarding plan: Don't leave new hires wandering in the wilderness. A well-defined plan with clear milestones and timelines helps them hit the ground running.
- Provide early wins: Give new hires achievable tasks they can conquer early on. This boosts their confidence and helps them feel like valuable contributors from day one.
- Assign a buddy or mentor: Pair new hires with experienced colleagues who can answer questions, offer guidance, and help them navigate the company culture.
2. Employee engagement
Engaged employees are happier, more productive, and less likely to jump ship. Keep your finger on the pulse of employee engagement throughout the onboarding process.
Here’s how you measure it:
- Use pulse surveys: Short, frequent surveys can give you real-time insights into how new hires are feeling and what they need to succeed.
- Encourage open communication: Create a safe space for new hires to share feedback, ask questions, and voice concerns. A little honesty goes a long way.
- Track participation in onboarding activities: Are new hires actively participating in training sessions and social events? If not, it could be a sign that something needs tweaking.
3. The mentorship edge
Training is crucial for getting new hires up to speed, but it's only effective if they actually complete it. Track completion rates to ensure your training program isn't collecting dust on a virtual shelf.
Let's make training more engaging:
- Make it bite-sized: Break down training into smaller, digestible modules. Nobody wants to sit through a marathon training session.
- Gamify the experience: Add some fun elements such as quizzes, challenges, or rewards to keep new hires motivated.
- Use a variety of formats: Mix it up with videos, interactive exercises, and real-world scenarios to cater to different learning styles.
4. Retention rates
Let's face it, nobody likes a revolving door. High retention rates show that your new hires are sticking around, which means your onboarding process is doing something right!
Here's how to create a workplace that's worth staying for:
- Generate a sense of belonging: Make sure new hires feel welcome and included from day one. Encourage team bonding, provide opportunities for social interaction, and celebrate their contributions.
- Offer growth opportunities: Nobody wants to feel stagnant in their career. Provide training, mentorship, and clear paths for advancement to keep your employees engaged and motivated.
- Show some appreciation: A little recognition goes a long way. Celebrate milestones, acknowledge achievements, and let your employees know that their hard work is valued.
5. New hire performance
Don't leave new hires guessing about their performance. Tracking their progress helps identify areas where they might need extra support and ensures they're on the right track to success.
Let's set them up for a win:
- Set clear expectations: Make sure new hires know what's expected of them from the get-go. Provide detailed job descriptions, performance goals, and regular feedback.
- Offer constructive feedback: Don't sugarcoat it, but don't be a drill sergeant either. Provide specific, actionable feedback that helps new hires improve and grow.
- Celebrate successes: When new hires achieve their goals, make sure to acknowledge their hard work and celebrate their wins. A little positive reinforcement can go a long way.
6. New hire satisfaction
Happy employees are more productive, engaged — and more likely to stick around. Measuring new hire satisfaction is a great way to gauge the effectiveness of your onboarding process.
Here's how to get the scoop:
- Conduct regular check-ins: Schedule one-on-one meetings with new hires to see how they're adjusting, address any concerns, and gather feedback.
- Send out satisfaction surveys: Get anonymous feedback from new hires about their onboarding experience.
- Pay attention to non-verbal cues: Are new hires smiling and engaged? Or do they seem stressed and overwhelmed? Sometimes, body language speaks louder than words.
7. Onboarding completion time
Time is money, especially when it comes to onboarding. The faster new hires complete the process, the sooner they can start contributing to your team's success.
Let's make onboarding a bit simpler:
- Automate the repetitive stuff: Nobody enjoys filling out endless forms. Use technology to automate paperwork, schedule meetings, and send reminders.
- Use a clear roadmap: Give new hires a visual representation of the onboarding process, outlining key milestones and deadlines. It’s akin to giving them a map to navigate through their first few weeks.
- Remove bottlenecks: Tag any roadblocks in the onboarding process that might be slowing things down. Streamline procedures, gather feedback from new hires, and make necessary adjustments.
8. Employee turnover rate within the first year
High turnover rates among new hires are a red flag. It means something isn't clicking during the onboarding process or in the work environment itself.
Let's keep those new hires happy and engaged:
- Be there for them: Don't just throw new hires in the deep end and expect them to swim. Provide ongoing training, mentorship, and opportunities for professional development.
- Create a positive work environment: Foster a culture of collaboration, recognition, and open communication. Make sure new hires feel valued and supported.
- If there’s a concern, address it: If new hires raise concerns or issues, take them seriously and address them quickly. Ignoring problems can lead to disengagement and turnover.
9. New-hire cultural fit
So, your new hire aced the interview and has the skills to pay the bills, but do they fit in with your company's unique vibe? Assessing cultural fit during onboarding is crucial for long-term success.
Here's how to gauge if they're a good match:
- Check out their interactions: Do they seem comfortable and engaged with their colleagues? Are they participating in team activities and social events?
- Ask for feedback from team members: Ask their colleagues how they're meshing with the new hire. Are they a good cultural fit? Do they share the same values and work ethic?
- Assess their alignment with company values: Do they embody your company's mission and values? Do they seem passionate about your company's goals?
10. New-hire time to proficiency
Nobody expects new hires to become experts overnight. But tracking time to proficiency can reveal how quickly they're mastering their role and becoming valuable contributors.
Here's how to accelerate their learning curve:
- Set clear day-one goals and expectations: Make sure new hires know what they're working towards and how their performance will be measured.
- Offer continuous training and development opportunities: Don't just train them once and forget about it. Provide ongoing opportunities for them to learn new skills and grow in their roles.
- Encourage them to ask questions and seek help: Create a safe space where new hires feel comfortable asking for help when they need it.
11. New-hire feedback on the onboarding process
Who better to tell you how to improve your onboarding process than the people who just went through it? Getting feedback from new hires can provide valuable insights and help you make necessary adjustments.
Let's hear it from the source:
- Perform exit interviews: If a new hire decides to leave, ask them about their onboarding experience. What did they love? What could be improved?
- Send out feedback surveys: Get anonymous feedback from new hires about their overall experience, what they found most helpful, and what they wish they had known sooner.
- Encourage open communication: Let new hires know that their feedback is valued and that you're committed to improving the onboarding process for future employees.
How Lindy makes onboarding a pleasure
Want to make onboarding a breeze? Lindy can completely reshape your onboarding process.
What Lindy brings to your team:
- Give your workforce more power: Each team member gets their own AI assistant to handle repetitive tasks, improve communication, and offer “always on” support.
- Smooth and structured onboarding: Lindy can guide new hires through the onboarding process, delivering personalized information and resources at the right time so that they feel supported and informed every step of the way.
- Instant answers and support: Your new hires can ask Lindy questions anytime, day or night, getting the information they need without waiting for someone else to be available.
- Personalized learning: Lindy can recommend training materials and resources tailored to each new hire's individual needs and learning style, speeding up their time to proficiency.
- Boost engagement from day one: Lindy can initiate conversations with new hires, fostering a sense of connection and belonging from the start, which can help increase engagement and retention.
- Build your Lindy team: Build "Societies of Lindies," a network of AI assistants led by an "AI manager Lindy," to work together and share knowledge, maximizing your team's potential.
- Make meetings actionable: Lindy automatically generates meeting summaries, highlights key takeaways, and creates action items, keeping everyone informed and aligned.
- Tap into collective knowledge: Lindy learns from your team's interactions and feedback, growing smarter over time and delivering personalized solutions.
- Thousands of integrations: Lindy integrates effortlessly with over 3,000 applications, including Slack, Gmail, and major CRMs, ensuring a smooth workflow and maximizing the value of your existing tools.
Summing up
Onboarding metrics are a way to see whether you’re treating new employees right.
With some love and attention for your processes and people, you'll be building teams that stick around.
But, of course, it’s going to be up to you to build a company culture that makes people feel valued. Just remember: Data can help you make better decisions.
