Onboarding Success and Engagement
Deborah Jeffries, PHR, CPCVice President
HR Answers, [email protected]
www.hranswers.com
Today’s Agenda
• What and Why Onboarding
• Pitfalls to Avoid
• The Cost of Bad Onboarding
• The Generational Imperative
• The Critical Steps of Onboarding
• Ideas…
• Q & A’s
What Is Onboarding?
Onboarding is the
process of introducing and welcoming a new employee
to the organization and giving them the best start
possible!
Let’s Agree…
Every Organization has an
Onboarding Process
It will happen with you
or without you!
Everyone has a Horror Story
Questions:
1.“You have only one opportunity to make a first impression;” what impression does your organization make on a new employee?
2. How would you describe the quality and effectiveness of your organization’s orientation?
8
Most Frequent Orientation Program Complaints
• They are Boring
• They are Overwhelming
• Employees are Left to Sink or Swim
Pitfalls To Avoid
• Not having a clean & ready workstation
• Cramming 20/hrs of info into 4 dull hours of orientation
• Starting a new hire when their supervisor is absent
• Ignoring the needs of mid- & senior-level employees
• Failing to address generational needs & differences
• Relying on org charts to explain lines of communication
• Assuming a new hire can’t be productive from the start
• Running a disorganized program
• Adopting a “Sink Or Swim” approach because it worked for you!
• Others….
Key Benefits of OnBoarding
To reduce start up costs
To reduce anxiety
To reduce employee turnover
To reduce supervisor training time
To develop realistic job expectations
Onboarding: Communicates the Next Step
• Our Expectations
• Our Process
• Our Communication
• The Million Dollar Question
• And Continues Engagement
Steps to Successful OnBoarding
• Make them feel welcome!
• Explain culture, vision, values, mission, and goals
• Reinforce their decision to join the organization
• Introduce policies and procedures
• Give them the tools they need to succeed
• Teach safety and job skills
Benefits to New Employee
• Affirming they joined the right organization
• Reduce anxiety
• Improved communication
• Appreciation of benefits available only to employees
• To develop realistic job expectations, positive attitudes, and job satisfaction – what I need to know to be successful here
The Cost Of Bad Onboarding
• Increased turnover
• Diminished productivity
• Poor communication
• Loss of time for supervisor and co-workers
• Reduced engagement
• Loss of respect for management & Credit Union
• Degradation of Credit Union brand
Some Statistics
• 90% of organizations believe employees make a decision to stay within the first 6 months
• Employees who attend structured programs are 69% more likely to remain after 3 years
• Organizations with structured programs enjoy:
– 60% yr-over-yr improvement in revenue/FTE
– 63% yr-over-yr improvement in customer satisfaction
The Generational Imperative
For Consideration…Generations At Work
Designing Your Program
Focus On The Experience
• What is the new hire’s takeaway?– Emotional– Perceptual
• Does your process:– Make it easy/difficult to get the information they
need?– Help/hinder their path to high performance?– Increase/reduce time to productivity?– Ensure/sabotage their success?
Classify Entrants
• By Level of Position• By Department• By Generation• Indentify Competencies for Each Level
– Individual Contributor– Managerial– Executive– Organizational– Technical– Departmental
Three Stages of Orientation
• Overview or General Orientation
• Departmental Orientation
• Job-Specific Orientation
22
Identify Resources NeededAt Each Level
• Employment Information
• Facilities & Equipment
• Performance Appraisal Process
• Communication Technology
• Technical Information & Tools
• Training & Development
• Organizational Culture
• Key Contacts/Relationships
Onboarding Content Areas
• Organization
• Compensation
• Benefits
• Attendance
• Leave & Holidays
• Health & Safety
• Security
• Transportation
• Internal Communication
• Personal Comfort
• Performance
OnBoarding Checklist
What really needs to be covered:
Six Months
Four Months
Three Months
One Month
Two Weeks
Identify Key Phases & Activities of the Onboarding Process
Define & Track Success
Defining Success
• Retention rates
• Employee engagement
• Time to productivity
• Quality
• Customer satisfaction
• Revenue/employee
Onboarding
Surveys/Interviews
• First week
• First 3 months
• First year
Send to Employees Before the First Day…
Offer Letter
Employee Handbook
Credit Union Mission/Values
Dress Code Information
Job Description
Organizational Chart
Other
Before the First Day… Send welcome letter
Prepare work area
Assemble materials
Order business cards
Arrange for computer & phone
Select a “buddy”
Coordinate meaningful work assignment
Homework: Take Back…and Ask…
What can you personally do (as the Supervisor, as the Lead) to welcome or ensure the
transition from HR’s orientation and Onboarding to a Department
Orientation/Onboarding?
Be specific in your ideas, thoughts, steps, activities, etc.
Supplemental Materials
Let me know if you would like additional items:
Sample CU Offer Letter (s)(with attachments)
Pre-Onboarding ChecklistSample CU Onboarding/Orientation Schedule
Department OrientationNew Employee Orientation Evaluation
Typical New Employee QuestionsWhat is this new job really about?
How is this job like/unlike my last job?
Will I be happy in this new job?
Will I fit in? Will I be welcome?
What do I have to do first?
Who will tell me my priorities?
What are the “unwritten rules”?
How and when do I get paid?
What do I need to know to becomeproductive?
When will I get to do some real work?
How do I relate to my co-workers?
Will my office/work area be prepared for me when I arrive?
What am I going to do for lunch? Will I be alone?
New Employee Questions, cont.Who are these other people and
what do they do?
Who do I go to for answers to problems?
What are the likely barriers in trying to get the job done?
Who knows the right answers when info is conflicting?
How will I remember all this new
information?
How does the phone work? How are messages handled?
Where’s the rest room, lunchroom, break room, coat closet, copier?
How should I dress?
Is there a casual-dress day?
What resources are available when I need help or more information?
What are the immediate priorities for the first day, first week, etc.?