Onboarding for Not-so-Dummies

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One of the ongoing challenges the BSA faces is retaining new members, Back in 2004, the National Boy Scout Retention Study found that nearly four in 10 new Scouts leave within a year. Here’s the specific breakdown

  • One year or less: 39%
  • Two years: 20%
  • Three years: 17%
  • Four years: 19%
  • More than four years: 5%

I’m not sure whether those numbers are still accurate, but I assume they’re pretty close. I also assume that a big percentage of those who quit within a year actually quit within the first month. In other words, they never really get started in the program in any meaningful way.

New member retention can be a big problem in Cub Scouting as well, which is why the BSA just launched an email campaign designed to welcome new families and smooth their transition in Scouting. You can read about the campaign on the Bryan on Scouting blog, but in essence each family that registers online receives a series of five one-topic emails during their first 14 days; they receive pack contact information, details on uniforms and equipment, an invitation to subscribe to Boys’ Life (if they haven’t already), and more. (Of course, their pack leaders probably shared most of that information at the signup night or orientation meeting, but much of it probably whizzed right past their heads as they tried to decipher all the jargon and acronyms they were clouding the air.)

The BSA isn’t doing the same thing for troops quite yet, but there’s no reason your troop couldn’t adopt and adapt the idea. Simply think about what new families need to know, pre-write a series of short emails, and create a system to send them out automatically. For example, the person in charge of processing applications could schedule the emails to go out, using the “delay delivery” feature in an email program like Microsoft Outlook. (If you use Gmail, Boomerang for Gmail might be a viable option.)

If you live in the corporate world, you’re undoubtedly familiar with the concept of onboarding, which companies are spending a huge amount of time and money on improving these days. One oft-quoted study says new hires who complete a well-designed onboarding process are 69 percent more likely to still be on the job three years later (than, I suppose, new hires who are left to find the bathroom and breakroom on their own.)

Would you like to increase the odds that your new Scouts will still be around in three years? Onboarding emails might help.


Need more great troop program ideas? Check out The Scoutmaster’s Other Handbook, which is available in both print and e-book formats at https://www.eaglebook.com/products.htm#scoutmasters.

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