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1 Onboarding

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3 Onboarding CRITICAL TIME - From the point of Interviewing to Completing the Transition to work for your company The New Employee from Day 1 is evaluating if the decision to come to work for you was the right one! And, their family will be waiting for them to tell them how the First Day went! The experience will be told to many outside of the company Don t let Buyer s Remorse set in

4 Interactive Questions - Onboarding Do you have a great first day program? Yes No Does your onboarding program include steps beyond 100 days? Yes No

5 Onboarding Value Why The Investment in your new hire The Time: your time, their time, everyone involved Productivity Long Term Engagement value The Image Future Recruits Existing Employees Failure is not an option

6 Onboarding 3 Key Elements to Onboarding Communications Training Mentor / Supervisor relationship 3 Key Time Periods Pre-hire Experience / First Day / to 30 days 30 days to 6 months 6 months to end of first year

7 Overall 9 block style Onboarding Program - Exercise Communication (what to do) 1 st day, 1 st week, 1 st month days 6-12 months Training (how to do) Mentoring (why you do)

8 Onboarding More than orientation Focus on Compliance, Clarification, Culture, and Connection Pre-scheduled one on one time with mentor /supervisor throughout first 6 months Alignment - everyone understands new employee's role/responsibility and expectations BEFORE they arrive Mentors in entry level roles especially Well defined day one. Formal, but fun

9 Onboarding - Pre-Arrival (Training example) Engage Early Contact new employee (by telephone and/or ) periodically to touch base Make yourself available to answer your new employee s questions Provide information about transportation & commuting options Determine what your new employee needs to know to become productive as quickly as possible (Quantifiable Performance Objectives)

10 Onboarding Example Checklist for Hiring Managers (Pre-Arrival) (Communications) Set-up Resources Identify and prepare employee s work area (could include vehicle) Arrange for phone and voic and other equipment, computer Send IT access request (specifically shared drives), Request employee be added to internal distribution groups.

11 Onboarding Checklist for Hiring Managers Sample - (First Day) Welcome and escort your new employee to the organization s Employee Orientation Lunch for you, your new employee, and your team Explain the work of your unit, your employee s role, and working relationships Describe the facility layout/conduct a tour Review telephone information and procedures Review IT procedures Review physical security/emergency procedures Review travel information/policies and procedures

12 Onboarding Checklist for Hiring Managers Sample (First Week) Overall Job Objectives Ensure employee has completed any mandatory training required to start Explain the duties to employee Review HR/Administrative policies & procedures Go over major company policies

13 Overall 9 block style Onboarding Program - Exercise Communication (what to do) 1 st day, 1 st week, 1 st month days 6-12 months Training (how to do) Mentoring (why you do)

14 COMMUNICATION THE WHAT 1 st day, 1 st week, 1 st month days 6-12 months Alignment with what the job is all about and who all they will be interacting with Clarity in what is expected from this employee and how to measure progress toward those goals What the future holds and how to get there as it relates to this employee Mostly about Orientation in this time frame Ex. Explain company organizational chart and protocol for reporting and permissions Ex. Establish and review with employee clarity in job performance objectives including target date Ex. Begin discussions on promotional timelines or sales achievement goals that would lead to promotion potential

15 TRAINING THE HOW 1 st day, 1 st week, 1 st month days 6-12 months Mostly orientation Introductions to new equipment, systems, and procedures as employee is given new responsibilities Training is less frequent and more targeted to advancement to new skills Ex. Computer /IT orientation, software basics on programs not familiar with Informing where resources are and how to get them Ex. Enroll in future classes surrounding advance program training Ex. Establish Monthly Peer meetings / Discussion Groups Ex. Schedule Leadership Development reviews and training as applicable

16 MENTORING THE WHY 1 st day, 1 st week, 1 st month days 6-12 months Meeting with key leadership Talk about philosophies, historical, and most importantly-what the Future holds Focus on the Why your company does what they do what makes you different Focus on the long term vision -The Carrot Ex. Establish 15 minute beginning of day & 30 minute end of day meeting with mentor Ex. Weekly PAR (Progress, Analysis, Review) meetings with mentor to identify progress towards goals Ex. Coaching to performance Continue PAR focusing on metrics of performance

17 One size does not fit all Baby Boomers Current age: mid 50s late 60s Focused on the process Clearly defined Onboarding map Extend Onboarding Beyond 6 months Level of Respect Gen X Current age: mid 30s early 50s Focused on learning (Entrepreneurial) Mentor Program Objectives & Timelines in Onboarding Work/Life Balance Gen Y Current age: under 32 Focused on social Enable Contribution Link Onboarding to Learning Flexibility/Buddy system/networking

18 Onboarding Conclusions Onboarding easy to forget Can be costly if mis-handled May be easiest employment puzzle to solve What happens in Onboarding carries over to Engagement