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After acquiring, training and developing your talent, retaining them within your organization is crucial for overall advancement. Losing an employee due to poor retention tactics is a financial loss that every company should be taking solid and educated steps to avoid. Some of the biggest causes of high employee turnover are lack of engagement, poor job satisfaction, lack of communication and little to no opportunities for advancement. While your company might regard these areas as operating efficiently in their business, do your employees feel the same way?

Developing the skills, techniques and operating methods of your employees is a tactic that every high-performing company has mastered the art of. It’s critical for talent retaining, overall company growth and being able to foster a workforce family that is engineered to move together as a machine. Have you ever considered how much time and money your organization spends on tracking, measuring and reporting the ongoing development of your talent? It’s an expense felt at both sides of the relationship – your employee has to fill in form after form, inputting their own name several names and answering similar questions just to satisfy an outdated computer system, while the human resource department must digest all of this information piece by piece, combating bugs and virtual walls along the way, not to mention the environmental impacting of scanning, copying and printing across departments. Wouldn’t it be nice if there was a fast, simple and cost-effective alternative?

Recent surveys show that nearly a third of U.S. employees are deemed to be considerably disengaged with their company, a problem that is estimated to cost American companies $11 billion annually when it comes to losses related to turnover and lack of productivity. With such big figures in play, the best HR experts are looking to increase their engagement strategies through any means possible, one of the most effective of which is employee onboarding software.

The new world of work requires managers to function at an enhanced level of productivity, with the ability to not only supervise employees and guide them through their personal development, but establish meaningful relationships capable of forging a company culture that can work as a catalyst for total engagement, productivity and business success.

How your company chooses to introduce new hires can make or break their ability to become strong, successful employees in the workforce. After talent has been acquired and is ready to join the company, the time and financial investment within them is already substantial, so training must be quick, accurate and effective.

For many businesses, the process of hiring a new employee signals hope, dread and anxiety all at the same time. Initially there is hope that the new individual will be a great fit within the organization. Then there is the feeling of dread that they may not meet the company’s current work standards. And finally, anxiety creeps in when you get the slightest inkling that they may quit or be fired before the there is any return on investment. But the worse part of the process is the time it takes from start to finish. Beginning from the point of placing the advertisement to placing the final candidate in their seat, the application process can be long, hard and often disappointing for the hiring company and the candidate alike.