¿Cuáles son las mejores formas de utilizar los KPI para el éxito de la incorporación?

Una pequeña reflexión, ¿cuántas veces la emoción de saber que te incorporas en una nueva organización empieza a transformarse en un camino complicado y en ocasiones retador para el nuevo integrante?, tanto por aprender, entender los valores de la organización, lo que esperan de cada uno y así sucesivamente. El onboarding es la primera y quizás más duradera experiencia de un nuevo integrante de conocer cómo puede realizarse y como puede contribuir en los objetivos organizacionales y en la estrategia. Es importante conocer lo que se espera de cada nuevo integrante a través del tiempo (30,60, 90 días). Es una oportunidad única para mostrar el cómo se viven los valores, más importante es contar con una retroalimentación del nuevo integrante.

Fixing your onboarding flow without metrics is like repairing a leaky pipe with the lights off. Progress will be slow, and you’re likely to do more damage than good. However, improving onboarding with metrics is a whole other story. Suddenly, the solutions become more obvious— you see what works, what doesn’t, and it becomes easier to make improvements based on how users actually interact with your product.

- supporting cultural alignment by explaining context and supporting conversations - enabling clear understanding of difference between job done VS satisfaction of customer - clarify expectations and how performance is measured

To leverage KPIs for onboarding success, focus on metrics like time-to-productivity, retention rates, and engagement surveys. Measure time taken for new hires to contribute effectively, assessing their learning curve. Retention rates highlight onboarding quality, indicating if new employees stay long-term. Regular engagement surveys gather feedback, allowing adjustments to the onboarding process. Additionally, track completion of milestones or training modules. Utilize KPIs as benchmarks, adapting onboarding strategies based on insights gained, ensuring a seamless transition for new hires and optimizing their integration into the company culture and workflow.

1- Set Clear Goals and Objectives 2- Select Relevant KPIs 3- Track Trends and Benchmark Performance 4- Use Data to Drive Actionable Insights 5- Communicate Results and Share Insights 6- Continuously Refine and Improve

KPI is used to measure the success of your preset target, people, or organization. So it's important to set realistic KPIs that differ according to the subject you are measuring; there is no universal KPI for all items to pick from.

When define KPI's is essential to know and understand the objetives that we desire. It's really important to look it, I've already seen many of problems because people didn't pay attention. And then, to link with the values.

Hay que considerar que la efectividad de los KPI en el programa de onboarding no se verá reflejada en el corto plazo, por lo tanto, habrá que considerar un tiempo razonable y lógico (dependera del dinamismo de cada organización) antes de poder evaluar los resultados, de tal forma que la información pueda ser realmente de valor para medir el éxito de la incorporación, un elemento estadístico que podría apoyar esta proceso es la "curva de aprendizaje" de los colaboradores; adicionalmente, hay que garantizar que el programa onboarding sea congruente con la realidad del "día a día" de la corporación, no con lo que se pretende lograr, considerando inclusive el comportamiento del área específica a la que se integran los nuevos colaboradores.

Clearly outline specific objectives, such as time to productivity, employee satisfaction, and knowledge acquisition. Align KPIs with these goals, measuring key milestones in the onboarding journey. Regularly assess feedback and adjust KPIs to ensure relevance. By anchoring KPIs to well-defined onboarding objectives, organizations can precisely track progress, adapt strategies, and ultimately elevate the effectiveness of their onboarding processes.

User onboarding data also allows you to: Create personalized flows based on user data from specific cohorts Prioritize features that lead to greater activation rates Understand your users’ journeys from signup to advocate Identify friction points in the setup Reduce user time to value

Once you've found alignment between the strategic vision and onboarding goals, it's time to set KPI's. Make sure your KPI's are realistic, relevant, and simple to track. Examples could be retention rate, performance review completion rate, employee surveys, trainings completed etc.

Relevant onboarding KPIs include Time to Productivity, measuring new hires' readiness; Employee Engagement & Satisfaction, indicating onboarding experience quality; Retention Rates, reflecting successful integration; Training Completion Rates, tracking learning engagement; Manager & Peer Feedback, assessing performance and integration. These realistic metrics gauge efficiency, satisfaction, integration, and retention, key facets for a successful onboarding strategy.

One can make specific plans related to individuals who are going to be hired in the company. So selecting specific and realistic KPIs not only ensures the accuracy of the process but also makes sure that the people who will be hired are the best fit.

If certain metrics are not yet available or not easily available than this should not be a blocker for Onboarding them. If the serve the purpose they should be included together with path to get them established

In my experience, possessing the ability to distinguish between signal and noise in a dataset is critical. What new hires like and enjoy about a company may not contribute to their longevity. Start at the end by defining what a successful employee is and then dig in to what has kept those fitting the profile at your organization. From there, you’re much more likely to have relevant KPI’s.

Los KPI's se deben de elegir según su relevancia para el negocio e impacto positivo dentro de la organización. Así podremos generar un seguimiento puntual y detonaremos acciones necesarias para cambiar la tendencia, un quick win es algo que debemos buscar y esto se logra con el seguimiento continuo.

La toma de decisiones y asumir sus resultados, buenos o malos , pero asumir la responsabilidad, es una métrica intangible de la madurez del personal, siempre y cuando no prevalezca la balanza en las decisiones erróneas.

When an organization has "Inclusivity, Synergy, Collaboration, Teamwork" as its value for example, the onboarding KPI should measure how quickly a new hire is provided tools and information to be able to collaborate, to feel part of the team. An objective feedback process with simple surveys and check-ins will enable the collection of relevant data to determine how well the new hire feels and becomes productive part of a team. Quick performance appraisal can determine if the quality of work from a new hire was affected by how quickly they could access relevant information. From experience, ease of settling into a new workplace affects quality of team contributions; you won't see the full potential of a new hire who feels excluded.

Integration Success: Measures how well new hires blend into teams and processes. Productivity Speed: Evaluates the onboarding process's efficiency in achieving full productivity quickly. Engagement and Satisfaction Scores: Assess the impact on overall satisfaction and commitment. Retention and Commitment Rate: Reflects success in fostering loyalty through a supportive onboarding environment. Competency Growth: Tracks continuous learning and skill development for sustained professional growth. Cultural Alignment: Measures how effectively the onboarding process instills organizational culture.

Integration Success: B: 90% T: Achieve and maintain a 95% success rate in seamlessly integrating new hires into teams and processes. Productivity Speed: B: 80% T: Attain a 90% or higher rate in swiftly achieving full productivity, maximizing early contributions. Engagement and Satisfaction Scores: B: 4.5 out of 5 T: Maintain an average satisfaction score of 4.8 out of 5 and an engagement score above 90%. Retention and Commitment Rate: B: 95% T: Reflecting the success in fostering loyalty through onboarding. Competency Growth: B: 75% T: Ensure a continuous learning and competency growth rate of 80% or higher beyond immediate roles. Cultural Alignment: B: 85% T: Reflecting effective instillation of organizational culture

One of my favorite parts of KPI's is tracking data and establishing targets as well as the benchmark. The work lies in bridging the gap and communicating to the team their progress.

Establish benchmarks for onboarding: Time to Productivity at 30 days, aiming for 80% productivity; Employee Engagement & Satisfaction target of 90%, with a 10% increase in six months; Retention Rates benchmarked at 85%, aiming for 5% annual improvement; Training Completion Rates at 95%, aiming to maintain or increase quarterly; Manager & Peer Feedback target at 4.5/5 satisfaction, aiming for a 10% annual increase. These measurable standards guide improvements, fostering continual enhancement in the onboarding process.

Benchmarking is a great way to drive improvements. I would always advocate for Benchmarking against industry best if company is not yet achieving that level

One of the things I find helpful and makes the work of setting benchmarks and targets easier is relating my past experiences with industrial ideals, and feedback from my team. With these aligned to organizational goals, realistic targets can be set. A well-designed measurable feedback form for employees leaving the organization for example feeds back to the onboarding process to identify needed reviews and setting of more realistic targets. This feedback process should involve key stakeholders (HR, department heads, team leads etc. and new hires) and can lead to effective KPI analysis. Insights from these processes identifies gaps to feeds into onboarding review. Sharing these insights leads to collective learning and improvement.

The number of onboarding support tickets tells you how many users are struggling to complete your onboarding flow and are forced to ask for help. Effective onboarding experiences are intuitive and anticipatory. Users should glide from screen to screen with any questions or concerns addressed in a logical progression. Tracking the number and reasons for support tickets generated during onboarding is the easiest way to see how close you are to reaching this lofty onboarding goal.

KPIs are an important way to ensure your teams are supporting the overall goals of the organization. From finance and HR to marketing and sales, key performance indicators help every area of the business move forward at the strategic level.

Setting targets and benchmarks is important to compare people and the process as well. This helps in developing a sense of competition and sort the processes and people depending upon their position on the spectrum of target and benchmark.

There are multiple methods to measure the progress and impact of your onboarding process. For instance, you can send an onboarding survey after or during their onboarding to measure satisfaction and employee perceived preparedness. Another method is using a software solution to track your employees' progress. For example, how many steps have they completed on their onboarding journey?

Please remember that the data should at least be valid data that fulfils the quality criteria of objectivity, reliability and validity. Anything else is just a gut feeling and not useful for collecting, analysing and using data. There are a number of programmes, but unfortunately not all of them meet the criteria mentioned. Multidisciplinary expertise is therefore indispensable and can only be replaced by modern software in very rare cases.

Identifying trends in the data is important so operations can take the information and address with their teams. Translating the data analysis into actionable items is important to create movement in the onboarding operations.

o use KPIs for onboarding success, you need to collect and analyze data regularly and systematically. Sources and methods to gather data can include onboarding software and systems, employee surveys and feedback forms, performance reviews and appraisals, HR records and reports, and exit interviews and surveys. Analyzing the data can help you identify trends, patterns, gaps, and opportunities for improvement. Furthermore, it is important to visualize and communicate the data to stakeholders such as managers, trainers, and new hires through dashboards, charts, and reports.

Collect diverse onboarding data—Time to Productivity, Employee Engagement & Satisfaction, Retention Rates, Training Completion, and Manager & Peer Feedback. Analyze using surveys, performance reviews, and HR systems. Compare against benchmarks to identify trends, strengths, and weaknesses. Iteratively refine onboarding based on insights, fostering improved efficiency, engagement, and retention, ensuring continual enhancement.

Analysing data is really important in tackling with the data that is coming from various sources. This is also important because the results are based on the data which is backed by its sources.

El análisis de los acumulados de data deben analizarse detalladamente para lograr encontrar tendencias y ajustar donde sea necesario a fin de prevenir que las rotaciones se incrementen a porcentajes importantes. La responsabilidad es compartida entre dueños y colaboradores de la empresa.

Basically, as Drucker said “what is not measured, can't be controlled, what is not controlled can't be improved.” KPI’s are only useful if you take that data and make changes according to results to improve, to go next level, to increase capacity, but if you only register a number periodically only “to fulfill” without any effect you are just wasting your time. Please note, the formulation of a KPI has to be consistent to the objective, in order to collect relevant information to guide you make coherent decisions.

Integration Success: Data: Surveys on integration. Analysis: Calculate successful integration percentage. Productivity Speed: Data: Track time to full productivity. Analysis: Calculate ratio of hires achieving timely productivity. Engagement and Satisfaction: Data: Periodic satisfaction surveys. Analysis: Average scores for satisfaction and engagement. Retention and Commitment: Data: Track turnover rates. Analysis: Calculate percentage of new hires remaining. Competency Growth: Data: Monitor training and skill feedback. Analysis: Calculate competency growth percentage. Cultural Alignment: Data: Surveys and cultural activity participation. Analysis: Calculate percentage of hires aligned with culture.

Collecting and analyzing data is as critical as the accuracy of the data collected. Exit interviews, surveys etc. are counter productive when collect data does not represent the facts. To ensure accurate data is collected: 1. Set up audit of the onboarding process KPI audit. 2. Set criteria for objectivity of the data collected, like software/online based anonymous surveys. A continuous review of your data collection and analysis Keep stakeholder informed about how data was generated and how it fits into the onboarding process KPI review system; share regularly updated results. This leads to more objectivity; further strengthening data integrity. Then data collection and analysis leads to more successful use of KPI for onboarding

One thing that I've found helpful during the onboarding process is to proactively seek feedback from the new associate(s) to close out the calendar week. In this simple yet effective exercise called the "Voice of the Trainee" we ask our new sales associates to write a brief summary to highlight their favorite training topic of the week and why, their least favorite and why, and for areas of improvement/suggestions to make the program/topics of that week better for either the next phase of new-hires or for immediate modification. My peers and I reviewed each individual response and used the feedback as a way start the Monday check-in with open dialogue from the input, foster collaboration, & ultimately find ways to improve the experience.

Continuously refine onboarding by leveraging collected data insights. Adapt based on Time to Productivity, Employee Engagement & Satisfaction, Retention Rates, Training Completion, and Feedback. Tailor training modules, enhance mentorship, streamline processes, and foster better cultural integration. Iteratively adjust the program, emphasizing areas needing improvement for a more efficient, engaging, and effective onboarding experience.

Key performance indicators (KPIs) for successful onboarding involve identifying metrics like time to productivity, employee retention rates, and manager satisfaction with new hires. These KPIs assess the onboarding process and facilitate data-driven enhancements. Establishing clear benchmarks for onboarding KPIs and consistently monitoring progress can aid in seamlessly integrating new employees into the organization.

-Roll out adjustments gradually, considering feedback loops for continuous improvement. -Communicate changes transparently to new hires and involved stakeholders. -Monitor the impact of adjustments through ongoing data collection.

Use the free trial conversion rate to get feedback on how well your onboarding shows users the value of your paid options. If you aren’t hitting your conversion rate KPIs, try retooling your onboarding flow to prove the value of your product’s paid offerings. Options include adjusting the trial period, improving your in-app messaging to boost engagement, and adding flows to increase product adop

Using your findings to make changes and improvement to the onboarding process is key. Communicating those changes to the teams and the reason why they were made ensures buy in and participation. Last but not least, celebrating small victories is huge and goes a long way for team morale!

Adjusting onboarding based on KPI insights ensures effectiveness. Regularly review goals, KPIs, and benchmarks to refine plans, content, and delivery. Celebrate successes, seek feedback, and update strategies to enhance the onboarding journey, fostering growth for both the program and new hires.

Para optimizar la incorporación usando KPIs, considera: 1. Personalización: Adapta el onboarding a diferentes roles utilizando KPIs específicos. 2. Desarrollo de Competencias: Mide el progreso en habilidades clave. 3. Integración Cultural: Evalúa cómo los nuevos empleados se adaptan a la cultura empresarial. 4. Feedback Continuo: Utiliza KPIs para medir y actuar sobre el feedback de los empleados. 5. Impacto a Largo Plazo: Mide la retención y el desarrollo profesional post-incorporación. 6. Tecnología y Automatización: Emplea herramientas para un seguimiento eficiente de KPIs. Estas prácticas aseguran un onboarding integral y alineado con los objetivos de la empresa.

Identify Relevant KPIs: Selecting the right KPIs is essential for effectively measuring onboarding success. Some common KPIs used in onboarding include time to productivity, new hire retention rates, employee engagement scores, manager satisfaction with new hires, and the percentage of new hires meeting performance expectations within a specified timeframe. It’s important to choose KPIs that directly align with the defined objectives and provide meaningful insights into the onboarding process.

Establish Baseline Metrics: Before implementing any changes or improvements to the onboarding process, it’s essential to establish baseline metrics for the selected KPIs. This provides a starting point for measurement and allows organizations to track progress over time. Baseline metrics also help in setting realistic targets for improvement and evaluating the impact of any changes made to the onboarding program.

La rentabilidad del negocio es importante, es el oxígeno de la empresa, sin embargo muchas veces se pasa por alto la correcta evaluación y atención a los colaboradores, quienes hacen posible el seguir adelante.