Lifestageonboarding & offboarding
Best Practices in onboarding & offboarding
Most attrition happens in the first 90 days [1].
Organizations that practice inclusive & structured onboarding from the moment of offer acceptance through their first 90 days find that the retention rate of new teachers is over 93%.
[1]: 2022 Job Seeker Nation Report or New Teacher Center
Need more help with designing best practices in onboarding & offboarding? Partner with us.implement & monitor
Step
1
Track onboarding process
Closely monitor the implementation of your onboarding plan and track each new hire throughout the experience to ensure that all materials are covered with fidelity. Additionally, because organizations must be prepared to make immediate adjustments in response to staff needs, establish a feedback system that allows new hires to share their perspectives in real-time on the effectiveness of the process. Soliciting and following-up on feedback will highlight your organization’s flexibility to meet staff needs.
DEIA Callout
Capture feedback on onboarding experience by staff demographics to identify if vital content or experiences are missing that could disadvantage particular identity groups.
implement & monitor
Step
2
Schedule Equity Pauses
Achieving equity, inclusion, and accessibility takes time and is an iterative process. Schedule annual step-back reviews to identify, elevate, and address any trends that emerge from real-time feedback received during the onboarding process. Hold discussions to challenge members of the onboarding team to reflect deeply about current practices, share what each person has learned, realign to the school’s fundamental DEIA goals, and identify what must be done better.
RESOURCES
DEIA Callout
If you identify a weakness in your onboarding process that disadvantages one subgroup of new hires, develop a solution with input from the impacted group and implement it – don’t wait.
implement & monitor
Step
3
Assess Success Metrics
Assess if you met the success metrics defined for this year’s onboarding process using data collected from real-time feedback and new employee onboarding perception surveys. Additional data to analyze include the retention rates of new hires in recent years and exit survey feedback from staff that left their position <2 years after being hired. Collectively, this assessment will help prioritize the changes necessary for creating a stronger onboarding experience for the next cohort.
DEIA Callout
Examine onboarding feedback by various demographic subgroups to ensure that all new hires feel supported and welcomed from day 1.
EdFuel can design onboarding & offboarding systems and processes for you.