·        Increase personal performance by 20% (Gallup) and reduce the probability of a departure by 32% (MIT) when supervisors focus on strengths


·        Increase retention rates:

o   91% of new hires who were part of a formal onboarding program were still employed by the organization after one year (SHRM)

o   69% of new hires who benefited from an onboarding process were still employed after three years (Aberdeen Group, 2013)


·        Cost reductions:

o   Replacement costs are estimated between 100% and 300% of the employee’s salary (SHRM and HBR)

o   33% of new hires looked for a new job in the first six months (Ferrazi, HBR, “Technology Can Save Onboarding from Itself”)

o   23% of new hires do not make it to their first anniversary (Allied HR IQ and Ferrazi, HBR, “Technology Can Save Onboarding from Itself”)


·        Increase efficiency:

o   Reduction of 33% in the time required for people to reach their productivity threshold, from six months to four months (Byford, Watkins and Triantogiannis, HBR “Onboarding Isn’t Enough”)

o   Significant reduction of career derailing behaviours that have in common an excessive drive to demonstrate competencies to those around them (Van Buren and Safferstone, HBR, “The Quick Wins Paradox” 2009)

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