5 Ways Your Onboarding Process Can Help Retain Servicemember Employees

Organizations invest in #recruiting and #training #veteranhires; yet, 50% of veterans who leave their first employer post-service do so within the first year. Today, we explore how organizations can #retain veterans through #onboarding #transition. Part 2 in this series will provide ideas for encouraging #retention post-onboarding. Today, we explore how organizations can support #veterans through #culturaltransition they face in the civilian world to maximize the workforce, optimize talent, and bring diverse voices to the workplace.


1. Be explicit about your Mission, Values, Goals, and Expectations. Servicemembers are mission-focused and motivated. During onboarding make sure that they understand how their work directly supports your mission. Similarly, live up to the values the organization espouses and outline clear goals and expectations for the employee. Detail what incentives or awards the employee might expect in recognition for accomplishing those goals. By explicitly detailing mission, values, goals, and expectations, organizations can provide much needed structure and expectations management for the employee, which can be challenging to navigate in a new civilian career.

2. Assign your Veteran hires a Benefits Navigator. Civilian sector benefits offer significant choice and autonomy. Especially when faced with new financial circumstances in the private sector, navigating the benefits decision-making process can feel overwhelming. Servicemembers may have unique needs, such as time off for Guard or Reserve Duty, and may not have the same experience in navigating benefits for their needs. Providing servicemembers with a benefits navigator can help them feel less overwhelmed, more included, and supported. External organizations, like Easterseals Veterans Staffing Network, can also serve as partners should your organization lack the expertise to provide this type of support.

3. Create or Outsource a