The Invisible Impact of COVID:
Newcomers’ Integration Time Has Doubled 

One of the key metrics, when we help our clients with optimizing their collaboration, is ‘time-to-integration’. This metric investigates the time it takes for new employees to be fully integrated into the informal social structures of a company. The faster you integrate or onboard your new employees, the quicker this impacts time-to-adding value, because “you are more likely to reinvent existing methods and procedures if you don’t know of their existence”.

What Impact Has COVID-19 on Onboarding and Integration So Far?

The Innovisor Benchmark Database allows us to see how fast new employees are integrated into organizations from when they worked from the office and onboarding was done onsite, to when they worked from home and onboarding was done remotely. Or in other words:

Is there a difference in onboarding before and during COVID-19?

The answer is yes

COVID-19 HAS RESULTED IN LONGER ONBOARDING TIME

Before COVID-19, it took companies 2 years to get new employees integrated. During COVID-19, this takes longer. The time that a new employee is integrated into the collaborative networks as anyone else in the company has doubled.

And this matters!

Christoffer Kønigsfeldt and Jeppe Hansgaard have calculated that “if you can speed up the time-to-integration of a newcomer from 24 months to 18 months, you speed up the time-to-adding value so the newcomer – in the first year – generates an additional value of $ 34,000”. This does not only result in the risk of keeping reinventing the wheel because people are not completely aware of what is going on in the company due to their lack of integration; it is also just a waste of resources.

This image shows how COVID-19 has impacted onboarding of new employees

How Can You Improve Onboarding During COVID-19?

As Mike Klein mentioned in the article Nine Opportunities for 2021, “new employees will be continuing to come on board as economies recover. Getting them productive will require more than preparing them to perform the practical aspects of the new roles. They will need to know how to be connected with the right people, why the organization behaves the way it does and above all, what to prioritize”

Answers to these questions become visible when mapping and understanding the current state of collaborative relationships, alignment and perceptions. This is what we do on team and organizational level!

Do you want to continue to read this article and find out what the other difference is between life before and during COVID-19? Click here to read The Invisible Impact of COVID (Part 2)

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