Once you have made your hire, set your plan for the future and are ready to move forward, you face a pivotal moment, for both your team and your new leader. The first few months of employment are the most critical for a new hire at any level.

Once you have made your hire, set your plan for the future and are ready to
 move forward, you face a pivotal moment, for both your team and your new
 leader. The first few months of employment are the most critical for a new
 hire at any level, including the C-Suite. No matter how successful
 your recruitment process, if you do not have an established, strategic
 on-boarding process in place, you could find yourself recruiting for that role
 again much sooner than you&rsquo;d like.



 Data shows that, without an on-boarding program, new employees are less
 productive, feel disconnected from the team and are more stressed out about
 the expectations of their role. Additionally, organizations that lack an
 established on-boarding process will see higher turnover rates, lower employee
 engagement and a substantial loss of productivity. The positive impact of
 dedicating time and resources to your on-boarding program will reach across
 the organization, touching finance, operations and culture.



 On-boarding reduces costly employee turnover. Recent
 estimates from SHRM state that the cost of replacing an employee is between
 one hundred percent and three hundred percent of the employee&rsquo;s annual
 salary. Organizations that invest time in on-boarding new leaders and truly
 bring them into the fold will avoid creating a &lsquo;revolving door&rsquo;
 culture and will succeed in keeping their top talent for the long-term.



 On-boarding increases productivity. Healthcare team members
 want to use their time and resources to provide the best care for their
 patients. With lower turnover and fewer open positions, your team will see
 higher levels of productivity and employees are less likely to feel
 overwhelmed and overworked. This creates more opportunities for improved
 patient care and, as employees feel valued, their engagement will increase.
 Not only will enhanced engagement improve corporate culture, it is a strong
 recruiting tool when you do need to fill a position.



 On-boarding creates standardization. The training your new
 employees receive during on-boarding will set the stage for their tenure with
 your organization. This creates an opportunity to set clear standards and
 expectations for everything from workplace conduct to patient care practices.
 In the past, the on-boarding process focused mostly on the administrative
 tasks of hiring a new employee and the process was led by Human Resources.
 When this process is led by the specific department as part of an
 organization-wide on-boarding program, it allows the goals of the department
 to be front-and-center, creating a standardized approach to success.



 On-boarding sets expectations. One of the most confusing
 parts of beginning a new position is understanding the expectations at each
 level in the organization. While a job description may be established, there
 are cultural, organic expectations that are often piled on after a new leader
 starts. This can lead to confusion on the part of employees and frustration on
 the part of the new leader. However, with a specifically defined and clearly
 communicated on-boarding program, you can avoid this rough patch and ensure
 the new partnership begins with a clear understanding.



 On-boarding enriches your organizational culture. One of the
 hardest parts of starting a new position is learning the navigate the waters
 of a new environment. Understanding how to identify the key stakeholders, how
 to approach sensitive issues and knowing where the emotional potholes are will
 set your new executive up for success. An on-boarding program gives you the
 opportunity to explain the culture, the infrastructure and the history of your
 hospital or health system in much greater detail. You can also ensure that
 each new employee receives the same information about your
 organization&rsquo;s mission, vision, values and goals, which creates the
 opportunity for early collaboration and a strong sense of teamwork.



 On-boarding creates accountability. The best on-boarding
 programs are long-term support systems for employees. They continue to provide
 benefits much past a new leader&rsquo;s first 30 or 60 days. Establishing
 periodic meetings with your new hires for them to ask questions and provide
 feedback ensures that the lines of communication are open and keeps both the
 new hire and the department accountable for achieving their goals.



 While on-boarding is a crucial part of enhancing your employee engagement and
 maintaining high levels of staff retention, it is one piece of the puzzle in
 the process of recruiting top-level executives and creating a supportive,
 patient-centric culture within your organization. To learn more about these
 best practices, contact the experts at Cejka Search
 <a href="https://www.cejkasearch.com/contact-us">here</a>.


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Onboarding: The Vital Step Many Organizations Miss