Quality onboarding is the most effective tool for reducing turnover
Published
In recent years, the growing turnover in the labour market has increasingly weighed on the Hungarian economy — especially among blue-collar workers. Most surveys put the turnover rate above 30%, and on top of that, based on the feedback we receive, more than half of all turnover already happens during the probationary period, which shows just how big the problem is and why it is worth addressing. Changing jobs during the probationary period is a huge cost for companies, since the initial phase is typically the training period, when the employee's efficiency is low; in the event of a resignation, the recruitment cost and the wage cost incurred up to that point are essentially a pure loss, and it also drags down the company's productivity indicator.
How can turnover — and therefore costs — be reduced?
The most common reason for resignation during the probationary period is inadequate onboarding. The employee often feels left to their own devices, does not experience what they had expected, finds the many initial administrative tasks insufficiently transparent and smooth, experiences chaos because of all this, and makes a run for it.
Our CHEQ internal corporate communication tool offers a tailored solution to this: from the very moment of hiring, we digitally guide the new joiner through the entire onboarding process, providing security and structured administration, and taking their feedback into account.
With CHEQ, before joining and during the probationary period, we can continuously send automatic reminders about tasks; employees can complete the required trainings and tests (occupational safety, fire safety, policies) digitally, arrange their work-clothing request, book an appointment for a medical examination, give immediate feedback about the team and their manager during the probationary period, and receive immediate help based on the satisfaction measurement; we can familiarise them with the rules of variable pay and bonuses, and they can receive the internal phone book and map.
CHEQ brings back many times its cost by reducing turnover
Professional, smooth onboarding reduces turnover immediately after it is introduced. In our experience, even a reduction of just a few percent covers the cost of introducing CHEQ and its monthly fee several times over. For this we recommend using our ROI calculator, with which you can calculate the benefit of the efficiency increase, expressed in forints, in a matter of moments.
“Bad onboarding” checklist – 10 typical mistakes that generate turnover
If several of the following are true of a company, then we can be sure that its onboarding system is poor, and that this contributes greatly to early resignations. Based on the feedback of our existing clients, the effective digital onboarding offered by CHEQ is able to reduce total turnover by at least 10% immediately after introduction, and instantly makes the whole company more attractive - not only to young employees who are used to the digital world.
- There is no first-day plan
- the new joiner “sits and waits”, or just drifts along in the shift
- message: we don't care about them
- It is not clear what exactly is expected of them
- there is no clear standard, pace or quality expectation
- the employee is uncertain → stress → quick exit
- The job is different from what was promised at hiring
- different tasks, different shift, more physical strain
- this is the fastest “trust-destroying” factor
- There is no assigned trainer / mentor
- a “go ask someone” style of operation
- the new joiner makes mistakes, feels ashamed, becomes tense
- The team does not welcome them
- a “why did you even come, you'll leave anyway” attitude
- the new joiner feels like an outsider → walks away
- The occupational-safety and quality basics are covered too fast / too loosely
- either they overdo the paperwork, or they trivialise it
- both are dangerous: accident / penalty / experience of failure
- There is no quick feedback
- they don't know whether they are doing it right
- uncertainty is more tiring than the work itself
- The shift supervisor just “hands out tasks” but does not lead
- there is criticism, but no support
- for blue-collar workers, the direct manager is the #1 retention factor
- Tools, entry card, clothing and admin are not prepared
- it seems like a trifle, but it sends the message: there is chaos
- The first pay/allowances are not transparent
- they don't understand their pay, and don't get what they expected
- even if the company is right, the “bad feeling” drives them out
If you would like to learn more about CHEQ, so that you can tell whether it is worth considering the introduction of this great tool for you too, then