According to a survey conducted by Allied Workforce Mobility:

Think back to your first few months working for your current company and others you’ve worked for in the past.   What do you remember? Did your experiences motivate you or leave you feeling disengaged? Were you able to immediately begin contributing or were you putting more effort into your exit strategy? An organization’s onboarding program has tremendous influence over new employees impressions and experiences with their employer and your memories – good and bad, are a reflection of that.

This may sound familiar: HR finds out that an employee has left the company when Payroll runs a Zero Hours Report and reviews those employees listed who haven’t received a paycheck in the last six months. Or a new hire calls HR to ask a question and the person answering the phone hasn’t a clue who the caller is or his start date. HR then sends an email reminding the company of the standard procedures for on-boarding and off-boarding employees, yet compliance remains inconsistent.

Developing a training program for managers from the ground up may sound like a daunting task, but it is easier than it first appears. Some of the benefits to be gained once the program is implemented include: