This is shown by research by Robert Half. It causes frustration and uncertainty for the employee who started with a lot of ambition and leads to high costs for the employer. The costs for finding and onboarding a new employee in the Netherlands amount to an average of € 4,500 due to temporary replacement, training and recruitment costs. These, of course, double when the employee leaves.
The induction period has become even more difficult in the corona situation. The formal induction agreements remain the same for the home workers, but the informal ones have almost completely disappeared. The colleague who sees that the new employee is stuck is not there. The hesitation to ask questions is often there in the first months. There you are, behind the screen as a new employee: "Go through this manual and if you need more information, go on the intranet. Good luck with that."
Many organizations seize the corona crisis to move to smart working. Offices will be given a different function and employees will work from home much more often. The future work situation calls for other methods of onboarding new employees, otherwise the 36% departure in the first months will only increase.
If you start a new job from home, your desk, toilet and coffee machine are quickly found. But your exact tasks, the goals of the company and who is on your team, are harder to grasp when you are out of the office. Remote onboarding requires a different approach. And yet not everything changes: the theory remains the same. Appical, supplier of an easy-to-use platform that supports employees with their onboarding, advises the 4 C's of effective onboarding (Bauer) to help organizations onboard new employees remotely.