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    • What we do
    • Behaviour change programmes built on the latest science

    • Solutions
    • Wellworking™ From burnt-out to blossoming
    • Leadership development Teach your leaders to dance
    • Diversity, equity & inclusion Get it together
    • All solutions
    • What’s new
    • Performa Why most coaching fails and how to make yours succeed

    • Resources
    • Whitepapers Our point of view on key issues
    • Webinars Interactive thought leadership
    • Articles Behaviour change insights and news
    • Featured resources
    • What's new
    • Leadership regained Why leaders are in a funk and how to get them out of it
    •  
    • Wellbeing The science behind effective wellbeing at work

    • Case studies
    • Explore how we've helped some of the world's most ambitious companies

    • All case studies
    • What's new
    • British Gas How British Gas gave a voice to 28,000 employees

    • Our company
    • About us Our culture, team and locations
    • Join us Current openings at MindGym
    •  
    • Investors Financial reports and presentations
    • ParentGym Science-based parenting programme
Get in touch
Solutions

Onboarding

Get off to a flying start.

Over 50% of people recruited into an organisation will leave within two years and one in four new recruits will resign in the first six months.

The estimated organisational cost of just one failed executive-level hire can be as high as $2.7 million. Why is this?

Part of the problem is that new employees are not engaged.

How to engage new employees

Onboarding - an overview

The first few months in a new role is an emotional journey. We can understand this by looking at the change curve which describes the typical psychological journey that people go through after a major transition in their life.

The ups, the downs, the good and the bad

The aim for any induction needs to be to make the change curve as shallow and swift as possible for new hires. This means catching them before they dive too deep into uncertainty and lose confidence – resulting in a downwards spiral towards crisis.

If they reach this point, they may decide that giving up and letting go is a better option than carrying on. This leaves you, once again, searching for someone new.

The merit in storytelling

Storytelling is a strong tool to engage and inspire others. By creating an over-arching story that unfolds over their first few months, individuals will feel part of something more than just their job.

How to apply it

To reduce uncertainty and subsequent stress, we can share an onboarding toolkit with key information.

It can be easy to feel like just another cog in the machine. By focusing attention on new employees as individuals – understanding their aspirations and goals – we can help excite them about where they are and where they can get to.

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