Too many business owners and managers look at on-boarding as the cost to be paid before a new hire is up and running and, at last, a productive contributor. This point of view leads to cutting corners or piling things on faster than they can be correctly learned. Often, the result is the poorly trained person is then thrown in to sink or swim. No wonder so many quit in the first 30 days.
The alternative is to look at on-boarding as an investment. That’s when the owner or manager takes the time to personally engage the employee with a well-developed training/orientation program from day one. This “investment strategy” increases productivity dramatically and minimizes costly employee turnover too.