In the world of facility-based care, the significance of a well-structured onboarding process cannot be overstated. As the leader in payroll and HR for the health services industry, we conducted an extensive study targeting caregivers and administrators across the United States to discover what really made an onboarding process successful within the context of the health care industry.
Our study dove into the nuances of the onboarding experience and their impact on the employer brand and employment perception within facility-based care settings. We were able to confirm that a positive onboarding experience is linked to stronger employee-employer relationships, which, according to SHRM, leads to increased employee engagement, reduced absenteeism, and higher retention rates.
From our research, we were able to identify seven critical drivers of employer brand and employment perception that, when used effectively, would make an organization significantly more likely to be an Onboarding Leader (those with effective onboarding processes) compared to an Onboarding Laggard (those with less effective ones). Implementing improvements in these areas can increase employee satisfaction and, ultimately, caregiver retention.
1) Job Security
A sense of job security is paramount for caregivers. Our survey showed that 83% of caregivers at Onboarding Leaders felt “secure” or “very secure” in their roles, compared to only 44% at Onboarding Laggards. Ensuring caregivers feel secure in their employment can reduce turnover and build loyalty, as those feeling insecure are more likely to seek stable opportunities elsewhere.
2) Career Advancement
Opportunities for career growth are critical for retaining top talent. Caregivers at Onboarding Leaders rated their career advancement opportunities significantly higher (3.78 out of 5) compared to those at Onboarding Laggards (2.80 out of 5). Clearly outlining career paths during onboarding can motivate new hires to commit to your facility long term.
3) Work-Life Balance
Work-life balance plays a pivotal role in caregiver satisfaction. An incredible 90% of caregivers at Onboarding Leaders rated their work-life balance as “somewhat good” or “very good,” in contrast to only 44% at Onboarding Laggards. Communicating flexible scheduling options and supportive policies during onboarding can help caregivers manage their personal and professional lives more effectively.
4) Leadership Support
Support from leadership is essential for creating a positive work environment. Caregivers at Onboarding Leaders were 36% more likely to feel supported by their immediate leaders than those at Onboarding Laggards. Implementing mentorship programs and regular check-ins during onboarding can foster a supportive atmosphere, enhancing overall job satisfaction.
5) Recognition and Rewards
Acknowledging the hard work of caregivers can significantly impact their perception of their employer. 84% of caregivers at Onboarding Leaders felt adequately recognized and rewarded, compared to only 49% at Onboarding Laggards. Establishing clear recognition and reward systems during onboarding can boost motivation and loyalty among caregivers.
6) Communication and Transparency
Effective communication and transparency are crucial differentiators between Onboarding Leaders and Laggards. Caregivers at Onboarding Leaders were 2.75 times more likely to rate their organization’s communication as “excellent” or “good” (80% vs. 29%). Clear communication during onboarding helps new hires feel informed and valued, reducing confusion and enhancing their integration into the facility.
7) Job Commitment
The final key driver is job commitment. Our survey revealed that 41% of caregivers at Onboarding Leaders were not actively seeking new employment, compared to only 13% at Onboarding Laggards. This underscores the importance of a strong onboarding process in retaining caregivers and reducing turnover.
The Impact of Onboarding on Facility-Based Care
Analyzing these seven key drivers illustrates that a positive onboarding experience provides long-term benefits for both caregivers and employers in facility-based care. Simple yet impactful adjustments, such as clear communication and defined career paths, can result in a significant return on investment for an organization’s retention rate.
For a deeper dive into our findings, including additional insights into effective onboarding practices and common industry shortcomings, you can explore our free comprehensive study.
Additionally, you can download our infographic 7 Drivers of the Employee Experience You Can Control for a concise overview of these key drivers.
Forever in it with you, Viventium.
This information is for educational purposes only, and not to provide specific legal advice. This may not reflect the most recent developments in the law and may not be applicable to a particular situation or jurisdiction.