Page1 Page2 Page3 Page4           More about “On Board” the answers@work new- employee, three survey set.     New employees leave organizations for unique reasons. On Board will provide you valuable information in areas such as:   What attracted new hires to your organization   How effective was your hiring process   What was your new employees perception of the value of your orientation   Are job responsibilities what was expected   How do new employees view their opportunities for growth/development   Are relationships with peers and leaders affecting turnover   Is leadership effective in keeping employees   Are rewards and recognition programs being used in a meaningful way   Are new employees being provided with adequate support     On Board measures employee’s satisfaction in these and many other key areas of new employee retention. Through On Board’s unique set of well-researched questions and reports, employers are able to understand what organization characteristics are causing turnover among newly hired employees.                 Program optimization – it begins with accountability   Start with assigning a Retention Programs Coordinator (RPC). For most organizations, this will be a collateral responsibility for a human resources (HR) staff member. Larger companies should create a position dedicated to the recommendations described in this, and future articles. The Retention Programs Coordinator will perform such assignments as: Creating announcements, promotional contests, prizes, and publicity Ensuring employees have opportunities to complete surveys Creating reward programs for manager survey participation and employee retention Acting as the system expert for computer programs supporting retention surveys Working with others to redesign existing programs such as orientation to create stronger relationships and enhance loyalty to the organization Making recommendations to management on new programs and processes         Select the right employee survey     There are valid questions to be answered.   What do we want to learn from the survey? The most common goals are to gather employee opinions related to the attractiveness of the work environment. This general objective will fall well short of what the employer can gain from surveys. Remember, research shows that new employee’s loyalty stems from issues that vary significantly from longer-tenured staff members (See Hardwiring Employee Retention, “On Boarding”, Advisory Board Company 2000). Seek surveys that will provide data associated to various stages of the employee work-life cycle, such as new hire, existing employee and exit interview surveys. Be sure the surveys are well researched and focus on relevant issues. Beware of survey partners offering surveys where you select the questions, or reports fail to provide results by individual managers and/or organization segments, oftentimes these are not well-researched survey specialists.   How will we employees complete the survey? Be sure the survey can be completed electronically, ideally on the internet; this will cut costs and allow flexibility. But few companies have the luxury of having all employees on line. Your survey should also be available telephonically and on paper to fit all job types.   How and when will we get survey results? It is amazing that many employers still wait weeks or months to get employee feedback from surveys. In the modern internet world, results should be real-time, available in a secure environment, continually updating, and accessible immediately as the employee’s responses are received.           Page1 Page2 Page3 Page4