The Essentials of Employee Onboarding! Presented by Drew Stevens!
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1 The Essentials of Employee Onboarding! Presented by Drew Stevens!
2 Worker Productivity! Worker productivity is a large issue that can stunt an organizationʼs growth.! Too busy! Lack of funds! Lack of time!
3 Worker Productivity! u Dismissing it brings added work-force stress.! u Boosting it leads to improvement in the bottom line.!
4 Why Productivity Is Vital! 1. Lower attrition! ² Not a loss of individuals, but a loss of knowledge! 2. Less infighting! ² A collaborative culture gets things completed on time and on budget.! 3. Better hiring! ² Have the right individuals on the team.!
5 Why Productivity Is Vital! u Disengaged workers cost the economy $350 billion per year.! u Great managers and training can help alter bad practices.!
6 Why Productivity Is Vital! u Many workers are seeking new opportunities.! u There is a need to fill their productivity gap.! u Onboarding can help solve your organizationʼs productivity issues.! Nothing is more hur.ul to an organiza2on than the brain drain.
7 3 Issues With This Example:! 1. Lack of an introduction! 2. Lack of interest! 3. Lack of involvement!
8 Orientation vs. Onboarding! u Onboarding is a comprehensive plan to shepherd new employees through their first several months.! u Series of nonlinear processes!
9 Orientation vs. Onboarding! Orientation is a system of linear events.! Company overview! Industry overview! Employee forms! Employee handbook! Administrative duties! Training and development! Each step is a separate and distinct event.!
10 Before the First Day! 1. Ensure others are aware of the new hire.! 2. Create resources.! 3. Order office supplies.! 4. Ensure the immediate supervisor is available and welcoming.! 5. Check the status of the new hire.! The first day is daunting for both sides.!
11 7 Characteristics of a Successful Experience! 1. What perception do you want the employee to have?! 30! 60! 90! days! days! days! 2. Have you walked through the onboarding experience yourself?! ² Walk through the script to make sure youʼre seeing what you want the new employee to see.!
12 7 Characteristics of a Successful Experience! 3. Are all senior leaders involved?! ² If senior management is not involved, things are doomed to fail.! ² Senior management is consistently available in the best organizations.!
13 7 Characteristics of a Successful Experience! 4. Have you implemented the 4P Method?! i. Are all people involved?! ii. What does your physical evidence promote?! iii. What processes do you have in place to support the new employee?! iv. What is the new hireʼs perception?!
14 7 Characteristics of a Successful Experience! 5. Is a mentor or coach assigned from the start?! 6. Have you arranged for some early successes?! 7. Have you provided some key performance measurements?! 3 Bonus Tips! 1. Develop a job description.! 2. Develop a training program.! 3. Overcome resentment of overlooked employees.!
15 Build an Effective Onboarding 1. Begin with the right talent.! Program Step by Step! ² Good to Great by Jim Collins! ² First, Break All the Rules by Marcus Buckingham! 2. Create a good job description.!
16 3. Create individual goals and objectives.! ² Have a key performance metric set up.! 4. Create a task force.! ² The highest-ranking officers need to set an example.! Build an Effective Onboarding Program Step by Step!
17 Build an Effective Onboarding Program Step by Step! 5. Assign a mentor.! ² Any organization that has mentors involved not only survives, but thrives.! 6. Have senior officers meet with new hires within their first 10 days.! ² It helps the new employee feel like part of the organization.! 7. Use tours.!
18 Get Engaged in Company Culture! First Impressions! u Was parking available?! u The front lobby! u The receptionist! u Is the employee expected?! u Should illustrate a good, functioning organization!
19 Get Engaged in Company Culture! u Great way to show the who, what, where, when, and how! u Assign different employees to tour with new hires.! u Help them meet people in different departments.!
20 Leadership! u Senior officers must be involved.! u Does the culture provide access to executives?! Get Engaged in Company Culture!
21 Make New Hires Feel Like Part of the Team! 1. Ensure the employee understands where to obtain resources.! 2. Create a resource team.! 3. Create employment buddies.!
22 Make New Hires Feel Like 4. Supervisors should be actively involved.! 5. Insist they read corporate communications.! 6. Remain transparent.! 7. Share organizational strategies.! Part of the Team!
23 Improve Timeto-Productivity! 1. Share the organizationʼs driving force and direction.! 2. Provide a contextual reference.! 3. Create master mentor systems.! 4. Create followup systems.! 5. Give rewards for achievement.!
24 Common Mistakes! 1. The new employee doesnʼt know what to do.! 2. The office looks horrendous.! 3. Expecting results too soon! 4. Lack of key performance metrics!
25 Common Mistakes! 5. Supervisor is never available! ² In Search of Excellence by Thomas Peters and Robert Waterman! 6. Deceptive recruiting! 7. Resentment from older employees! ² Get them involved in the onboarding process.! 8. Thinking input, not output!
26 Measure Your Success! 1. Provide good metrics to the employee on a daily basis.! ² Tell the employee what he or she is doing right as well as things that can be improved.! 2. Create measurements of success. Create expectations for 30, 60, and 90 days and at the end of the year.! i. Thinking about output! ii. Youʼre creating the perception you want the employee to have.! iii. People thrive when they know that they are succeeding.!
27 Welcome to The Essentials of Employee Onboarding Q&A! With Drew Stevens!
28 Thank you for joining us today!!
29 B o n u s Materials Dear Customer, You are a valued customer and to say thank you, we have included the following as a bonus for you. We believe you ll find it helpful as a job aid or to further your knowledge beyond today s broadcast. Thank you, Susan Enyeart Director, Curriculum Development
30 Bonus Materials PRESENTED BY ROCKHURST WEB CONFERENCE SERIES, A DIVISION OF ROCKHURST UNIVERSITY CONTINUING EDUCATION CENTER, INC. Copyright 2010, Rockhurst University Continuing Education Center, Inc.
31 Bonus Materials: Onboarding Questions Checklist 1. Are there messages to inspire a new hire welcome? Welcome sign Clean office Office supplies Host/greeter Clear parking Computer access Business cards 2. Are people excited at work? 3. Does the firm emote strategy or tactics? 4. What is the empathy of employees? 5. Are anecdotes/testimonials shared and viewable? 6. I, I, I of Employee Orientation Informative, Interactive, Introspective 7. Is orientation designed with empathy for the new hire? 8. Orientation must begin on day one, but not end on it. Reviews Feedback Recognition 9. Orientation is not about forms and policies. 10. Is orientation voluminous or divided into comprehensible features? 11. Determine the number of individuals involved in orientation. 12. Ensure information is available in a text and corporate intranet. 13. Assign a mentor or several tutors if needed. 14. Design a weekly, monthly, and quarterly feedback system. 15. Design a program with management involvement. 16. Review employee accountables. WTEOB
32 Bonus Materials: Employee Retention Why People Leave Organizations 1. More money 2. Concern about management ideals 3. Corporate ethics 4. Corporate direction 5. Work-life balance 6. Leadership not serving as exemplars 7. Little or no accountability 8. Career planning and succession planning is null 9. Too many silos and departmental infighting How to Retain Employees and Employee Loyalty 1. Behavior and reputation of management 2. Clear strategic direction articulated to all employees 3. Recognizing and rewarding exceptional performance 4. Focus on building pride 5. Sense of long-term viability 6. Personal and career development 7. Minimization of bureaucracy Leadership is a key factor in retention. The loyalty factor is based on leaders who create direction, speed, and velocity. Leaders retain employees when all feel enculturated in the firm, comprehend the direction, and have passion and conviction. 13 WTEOB1210
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