Last week I dropped in on a webinar by the Brandon Hall Group and one of the comments floored me.

40% of organizations say their onboarding process is “less than effective.” Wow. @BrandonHallGrp

— Ben Eubanks (@beneubanks) February 12, 2014

Seriously? 40%? That’s pretty incredible, considering the amount of information available out there to help with this process. In the organizations I’ve worked in, there have been three players involved in an employee’s onboarding:

• Recruiting brings the person in during the recruiting process, then gives them to HR
• HR helps with the basics up through day one, then hands them to their manager
• The manager either does their own internal team welcome/kickoff/assimilation, or they don’t. It’s fairly obvious which one occurs, because the difference is obvious within only a few days on the job.

I’ve written previously on the topic of onboarding, and I feel like those suggestions alone are enough to get the processes up to snuff for many smaller organizations. Whether it’s onboarding tips for managers, the importance of intimate and personal contact, or onboarding remote employees, plenty of information exists to help HR professionals, managers, and organizations DO onboarding better.

The SHRM Foundation put out a solid guide to maximizing success during the onboarding process a few years back, and I’m sure you can find at least one or two tips (or a dozen) to increase the effectiveness of your own internal workings.

The bottom line is this: we hear the numbers like I quoted above, and we feel helpless to act, or we feel like “at least we’re not the only ones,” or we think ours is “good enough.” There’s no shortage of excuses. However, while it’s never going to be perfect, you can always be looking for ways to make it better.

Let me put it this way: if your competitor down the street is getting new hires up to speed in 4 weeks and it takes you 8 weeks to get the person to the same proficiency level, they are going to beat you. When you think about it in that context, it gives the argument considerable weight.

Better people practices lead to better company performance.

Let’s make it happen! How are you going to tweak your onboarding process to make it more effective?