HPR Blog

How good is your organization at onboarding? If you are like 68% of global executives who responded to a 2024 SHRM onboarding survey, it probably isn’t very good. Study after study shows that well-designed, comprehensive, and long-lasting onboarding programs drive employee retention, engagement, and performance for at least the first two years of employment. That means that a bad onboarding experience isn’t just a boring first day or first week. Making a bad, or even lukewarm

What do you do for your new managers in the first few days and weeks of their new role? Is it any different than how you onboard other employees? Even if you have a great new employee onboarding program (see It’s called onboarding, not on-boring) management roles are a bit more complex than individual contributor roles and they need a little more support.

When a new leader is appointed and starts in their new role, the organization often is filled with optimism, but the transition may be managed with assumptions. Most frequently, there is a mix of emotions on the team they are chosen to lead. The success of the new leader can be left to chance or the organization can manage the transition to improve the likelihood of that leader’s success and help that team continue to perform.