How do you measure the effectiveness of onboarding programs in your organization? Well, the purpose of checking for the effectiveness of the onboarding program in your organization is to be sure you’re not wasting your money, time, and effort.

So, if your onboarding program is failing, it’ll affect both the organization and your employees. An effective employee onboarding program helps organizations to retain the best employees.

Apart from that, it also helps to boost corporate training ROI and saves time. So, to ensure your company is on the right track with their onboarding program, there’s a need to measure the effectiveness of the onboarding program.

In this article, we’ll be looking at the different ways in which you can measure the effectiveness of an onboarding program for your company.

Four ways you can measure the effectiveness of onboarding programs in your organization

Having put in so much time, money, and effort to get your new hires on board, what’s next is to offer them an effective onboarding program.

That’ll help to retain them and help them become productive for your organization. Here are a few metrics that you can use to measure the effectiveness of the onboarding program in your organization.

Track both the voluntary and involuntary turnover

One way to measure the effectiveness of the onboarding program in your organization is by tracking the turnover rate. Voluntary turnover happens when employees decide to leave a position in an organization.

That could be as a result of an ineffective employee onboarding program. Maybe onboarding training is not adequate, or the organization’s culture is below employees’ expectations.

On the other hand, involuntary turnover occurs when an employee decides to leave an organization because of one or two reasons other than personal ones.

Whichever the case, an unexpected increase in the turnover rate at an organization signifies that things are not in order with your employees. So, to ensure that it doesn’t happen, you can assign mentors and group your new employees into different teams.

By so doing, their mentors can help them to set clear goals and expectations. That’ll also help to reduce the turnover rate and boost your corporate training ROI.

Track your employees happiness

Another way of measuring the effectiveness of the onboarding program is by tracking your employees’ happiness. That’s because it has a direct relationship with how effective your onboarding program gets delivered.

While there are many ways you can measure your employee happiness, most organizations utilize anonymous surveys or interviews. Tracking your employee happiness is an essential first step.

That’s because happy employees tend to be more productive and stand a chance of staying longer in an organization. So, by checking through surveys, you can be able to check why they are unhappy and improve your onboarding program.

Another way you can enhance your employee happiness is by designing your offices to encourage coworkers’ interaction. This solution helps to make new hires feel involved and happy during the onboarding process.

Track your new hires’ satisfaction

Employee satisfaction is a measure of how satisfied your employees are towards their job. It can get measured in cognitive, behavioral, and affective components.

So, giving them the satisfaction they craved is essential if you want to see them stay in your organization for a long time. One useful way to check your employees’ satisfaction is by giving them surveys to fill.

In the survey, you may ask about how they feel about their jobs and their workplace expectations. By so doing, you can get to identify where you’re not doing well and improve.

Check who’s leaving the company

Just like tracking your overall turnover, tracking who is leaving is also essential to measure the effectiveness of the onboarding program. Some employees are more valuable in an organization, and seeing them leave can reduce productivity.

If your most productive employee is leaving, you must carry out an exit survey to know why. In like manner, when new hires are leaving your organization, you should carry out exit interviews to know why they are leaving.

That’ll help you improve on your onboarding program and reduce the turnover rate. You can reduce the rate at which new hires leave your organization when you offer them personalized onboarding training.

Also, enabling them to develop new skills, and introducing social training can help to reduce turnovers. With the above four metrics, you can measure the effectiveness of your onboarding programs with ease and identify where you’re failing.

Take your time and improve on your onboarding process to retain your new hires and help them become productive.