Company Benefits of Using Mentoring for Onboarding

December 05, 2016

Mentoring for Onboarding: Company Benefits

I wrote in my last post about how mentoring for onboarding supports new hires.

On the flip side, the biggest benefit for the organization is that new hires will more naturally engage with their new culture, coworkers, and work when given the right support.

benefits of mentoring for onboarding
Think of it like going to a party where you don’t know anyone, and having someone take you under their wing [Click to Tweet], introduce you around, help you understand the social nuances of the group, and get you involved in whatever activities are going on. It takes minimal effort for that person – they’re already intimately acquainted with this group and how it functions. But it’s a huge relief for you, the new person, who would have otherwise had to observe from the sidelines, try to break into established cliques, and awkwardly initiate small talk for the rest of the evening.

How long do you think it will take you to feel welcome, under these circumstances? How long do you think it will take you to catch on to the inside jokes and activities?

And, more pertinently, how long do you think you’re going to stay?

Similarly, because the organization has already reached out to the new hire, it’s much easier for the new hire to reach back and engage with something they’ve already been made familiar with.

Just the Start of the Cycle… if You Do It Right

Just a short list of company benefits of using  mentoring for onboarding  includes:
  • Engender staff loyalty
  • Increase new hire employee engagement
  • Increase retention down the line/reduce turnover
  • Protect organizational investment in both recruiting and onboarding processes
  • Improve time-to-productivity and reduce associated costs
One of the most important points to emphasize is  employee retention , which absolutely affects and is affected by engagement. It’s important to focus on the immediate pros and cons of different onboarding processes to be sure – but at a time when  employee retention (and particularly new hire retention) is a huge concern for L&D roles, it’s important to engender, foster, and protect your new hires’ desire to remain with your company for years to come.

Stay tuned for our next post about what kind of mentors you need during the onboarding process.

Check out the other blogs in our mentoring for onboarding series  by  mentoring training expert Judy Corner, or watch the recording of our recent webinar “ So You’ve Got New Hires! Now What?

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