- Your Challenges
- What We Do
- Who We Are
- Why Intrepid
Improve Your Employee Onboarding Strategy
Are employees jumping ship?
It’s believed that up to 90% of employees solidify a decision to leave a company within their first six months of employment (Bauer, T. N., 2010). That’s enough to make any employer give serious thought to implementing a strong employee onboarding strategy.
Effective employee onboarding programs are time consuming. But recruiting new employees to replace the ones you’ll lose (if you don’t orient them in a meaningful way) is not just time consuming, but substantially more expensive. In fact, statistics show that the cost of replacing an employee can amount to almost three times his or her salary.
The creation of a standardized employee onboarding strategy that incorporates tactical administrative support, strategic socialization, and training can set your employees up to be more engaged and productive – and can result in better retention (Aberdeen, 2010).
We can help.
Orient, acclimate, and acculturate new hires and transition employees effectively with Intrepid Learning’s selection of services. We offer expertise in the areas of research, consulting, technology and outsourcing. We’ll help you build a best-in-class employee onboarding and new hire orientation program that will support the strategic goals of your organization as well as improve the bottom line.
Whitepapers & Featured Articles
Aberdeen Analyst Insight addresses the pressures, actions, and enablers for extending the onboarding program and creating a dynamic, forward-thinking approach to the new hire experience.
Employee oboarding has emerged as a powerful piece of the talent life-cycle in recent years. Aberdeen’s research has found that nearly 9/10 organizations indicate that an employee makes their decision on whether or not to stay with the company long term within the first six months.
Gone are the days (or they should be!) of simply showing a new hire her desk, the coffee machine, and then sending her off to a generic 3-hour employee orientation. Today’s business environment demands a more relevant, flexible, comprehensive and continuous employee onboarding experience.
eBooks & Infographics
Intrepid Learning polled over 400 professionals for insights into their organizations’ onboarding process and practices.
Intrepid Learning uncovered barriers to a better employee onboarding program and took a bearing on common practices and charted the results in a fun graphical presentation.
Have you ever been at an amusement park on a beautiful day, when suddenly clouds roll in and a torrential downpour begins? That happened to me once, in one of those internationally-themed parks, right between Ireland and Italy. Masses of people were running…
In part one of this blog post, I talked about the switch we made in Intrepid’s Global Delivery Services department from a short, “dip-and-kick” onboarding program to what I like to call “continuous onboarding.” It’s a more comprehensive, multi-day…
This article is the first of a two part series that examines Intrepid Learning’s implementation of a successful “continuous onboarding” program – and how other companies can draw upon the experience to achieve similar results.
I remember a scientist from NASA coming to my kindergarten class and showing a model of what would become the space shuttle.
Over the past several months, I’ve been speaking with organizations about their onboarding programs for new employees.
Webinars & Presentations
Onboarding has emerged as a powerful piece of the talent life-cycle in recent years. Aberdeen’s research has found that nearly 9/10 organizations indicate that an employee makes their decision on whether or not to stay with the company long term within the first six months.
Gone are the days (or they should be!) of simply showing a new hire her desk, the coffee machine, and then sending her off to a generic 3-hour employee orientation. Today’s business environment demands a more relevant, flexible, comprehensive and continuous onboarding experience.