Why Organizations Do Not Implement Onboarding/ Immersion

  • Fear that their overall Culture will not attract good people. They believe they have nothing to sell and are willing to gamble/ hope that a few people will stick around.
  • They are convinced that a “natural assimilation process” will take less time and the results will be the same as Immersion.
  • There is no one with natural leadership abilities to conduct Immersion.
  • Their “orientation”, done by supervisors, does the trick. Heck, they talked about it in a meeting and the supervisors agreed they would do it, and do it well.
  • They don’t have published goals, missions, values, metrics or history.
  • Too much turnover to spend the time on people who won’t stick around anyhow. People are just looking for a paycheck, not a home or career.
  • Their business is too seasonal or unpredictable to spend the time on a constantly changing workforce.
  • They are not BIG enough.
  • Too many things to do now. We’ll get to it later.
  • They have not found a consultant who really knows Immersion.
  • What’s Immersion? What’s Onboarding? Alignment? Sounds like a new HR fad.

Research shows that:

  • 87% of employees are not engaged at work.
  • 39% of employees have no idea what their company’s goals and objectives are.
  • 44% don’t understand how their role helps the organization meet goals.
  • 47% don’t know how their organization is doing.

Organizations that have a formal Onboarding/ Immersion process enjoy:

  • A 66% increase in employees likely to stay for at least 3 years. (U.S. Dept. of Labor)
  • A 25% decrease in “time to productivity”. (H.R. Leadership Council)
  • A 34% reduction in turnover. (U.S. Dept. of Labor)
  • When a productive Culture is established, revenues can climb 400%, profit can increase 750%, and the stock value of the organization can increase 1,200%. (John Kotter, James Ireland, Harvard University)

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