Disrupt Your Onboarding: Wake Up, Shake Up and Rebuild Your Onboarding Experience

Transcription

1 Disrupt Your Onboarding: Wake Up, Shake Up and Rebuild Your Onboarding Experience 1 All content in this document are company proprietary And property of Connect the Dots Consulting 1

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6 Then Now!

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8 What is the current state of onboarding in your organization? 8

9 Let s define onboarding Orientation paperwork logistics compliance New Hire Training systems processes Socialization Buddy system /shadowing 9

10 Aberdeen s Definition The strategic process designed to attract and engage new employees, reaffirm their employment decision, acclimate them into the organization s cultural and social fabrics, and prepare them to contribute to a desired level as quickly as possible. 10

11 11 Talent Management Cycle

12 Onboarding Model Gain knowledge.build relationships and receive feedback Prestart Week 1 Month 1 Month 2 Month 3 Month 4 y Offer Accepted Setup Honeymoon Reality Adjustment Transition Full integration into role and culture 0 months 4 months 18 months 12

13 The Business Case 50% failure rate 40% new leaders 90% of employees decide d bosses 2 ½ times more performance improvements 81% more engaged 13

14 Why disrupt your onboarding experience? 14

15 Effective onboarding yields Increased new hire engagement Shorter time to productivity/pay-back Attract & retain top talent Meet or exceed expectations of a multi-generational workforce Managers engaged & get what they need d bosses Connect the Dots onsulting 15

16 How does your onboarding experience measure up? 16

17 Easy Assessment Who What How 17

18 Step 1 Who Who are your audiences for onboarding? Do these audiences match your business case? If not, who are you missing? 18

19 Step 2 What What feedback are you getting from these audiences about what s working and what s not? From their managers From their HR partners What other data do you have? Productivity Engagement 19

20 Step 3 How How can you change your onboarding experience to meet the Organization s objectives? Audience needs? How will these changes impact the organization? 20

21 Putting it together Audience Feedback Data Proposed Change Impact Experienced hires Connect with more people 33% leave in first 1-3 yrs. Assign onboarding mentors Relationships increase retention New leaders Not engaging in the process Making too many cultural mistakes Include formal feedback Data to engage leaders and managers Internal promotions Need more support 25% are not performing well after 6 months Increase role of HR partner to facilitate HR partner can identify needs and address New grads Easier ways to communicate 100% use Twitter and Facebook Add social media Increased engagement Connect the Dots Consulting 21

22 Shake up your onboarding experience 22

23 Leverage PreStart Tailor the pre-start experience for your audience Special package delivered to their home s, phone calls from key players in the recruitment process Use social media for Millennials and some Gen X-ers Lunch/coffee with peers for new leaders Flash drives loaded with key info 23

24 Use Technology Use Technology 24

25 25 Create Group Experiences

26 26 Engage Your Senior Leaders

27 27 Add Feedback

28 Onboarding in 2015

29 Create the onboarding plan before Day One 29

30 Being a Noob is a good thing 30

31 Build-a-Bike

32 Yes-to-Desk at Twitter 32

33 Winning with culture and technology

34 Onboarding Trends

35 Consider these trends Appealing to a millennial-heavy workforce Technology solutions More integrated with employee life cycle Increased accountability for hiring managers Cross-boarding, re-boarding & offboarding Metrics to drive ROI and sponsorship

36 Tips and Takeaways Do your homework and know your current state Match updates and improvements with your objectives Know what s current and what your competitors are doing Always represent your brand and culture Take some risks! 36

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38 Questions and Comments 38 38

39 39 Read more

40 About CTD Management consulting firm focused on: Onboarding Team dynamics Leadership coaching We are experts in the area of onboarding and work with a broad range of organizations and industries helping them meet their business objectives 40

41 Presenters Erika Lamont, Partner Brenda Hampel, Partner All content in this document are company proprietary And property of Connect the Dots Consulting

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