Onboarding overview sc 5 24-06

Michelle ChamberlainEnterprise-wide OD05/24/2006

Onboarding refers to the collective processes and activities of integrating new employees. The onboarding period begins when the new employee accepts an offer and continues through the first 90 days of employment. It includes preparing for, enabling, engaging, and supporting the new employee. The process is designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities.

Onboarding – Definition

Onboarding

OfferLetterSigned

90 Days1st Day 1st Week 30 Days 60 Days

The Brand The Values & Culture

The Candidate Experience

The Employee Experience


• To maximize new hire performance and engagement and ensure the perpetuation of our Core Values.

• To quickly give new hires the skills, confidence, and tools needed to do their job effectively and become fully adapted to their new organization.

• To simplify the various current processes, information and resources that can sometimes be confusing for new employees and hiring managers to navigate; and to create a shared foundational experience for all new employees.

Why Implement a Consistent Onboarding Process Across the Org?


The new onboarding process will:Incorporate our Core Values Be simple

• Checklists for hiring managers, new employees, and HRBPs; logical & evident sequence

Leverage and integrate existing processes• Utilize Manager & New Employee Dashboards• Clarify hand-off points and responsibilities

Provide easy access to info and tools• Resources will be centrally located and will

include checklists and templates

Onboarding – New Process


Prepare• Recruiting, Hiring Manager, and team prepare resources (work space, computer, uID, card key, welcome poster, etc.) • Hiring Manager outlines performance expectations, key contacts, first assignment, and defines what success will look like.

Enable • New employee builds key relationships, learns the business and culture, and understands how s/he contributes to the success of the team and business.• Hiring Managers and Onboarding Buddies play integral roles in enabling and engaging new employees.

Support• As the new employee executes and delivers, the Hiring Manager (and HRBP for L5+) continues to enable and support the new hire and ensure ongoing communication and feedback between new hire and manager.

Onboarding – Future State

30 Days 90 DaysOfferLetterSigned

1st Day 90 Days1st Week 60 Days

Enable Support PrepareE n g a g e


Procure desk space, computer, phone, uID, etc. E-mail to team and other applicable parties announcing new

hire, background, and focus of new role (copy new employee, or save to share with him/her on the first day)

Provide access to all relevant collab sites, Distribution Lists, etc.

Assign an onboarding buddy to assist in onboarding Identify key contacts for new hire Print out team/dept. org charts and phone lists Define performance expectations for 30/60/90 day

timeframe Vision/Mission/Values poster on desk Welcome letter from CEO (E) Create onboarding plan (E) = L5+

Onboarding – Prepare PhaseSigned Offer Letter to Day 1


Welcome event with co-workers 1:1 Welcome meeting with hiring manager; review Core Values Complete new hire paperwork; set up voice mail; explore New Employee

Dashboard Introductions and facility tour Complete new employee orientation eLearning modules Review org charts, time recording, vacation planning, sick leave, dress

code, etc. 1:1 meetings with key business contacts (may be outside of team) Weekly check-ins with manager (performance expectations, what’s going

well, what’s challenging, how can I help?) Performance Management and Development Planning overview Identify training requirements and overview of Talent Builder Review 30/60/90 day plan 30-day check in (E) Meet with Rewards & Benefits (E) Executive Passport (E) The First 100 Days plan

(E) = L5+

Onboarding – Enable PhaseDay 1 to Day 30


60-day manager/new emp check in (Template includes conversation about core values)

(E) Understand Talent Planning and Succession processes

(E) Create personal “Board of Advisors”(E) NLA – New Leader Assimilation(E) New Employee Roundtable with CEO prior

to Sr. Leader Retreat(E) Follow-up meeting with Rewards &

Benefits(E) = L5+

Onboarding – Support PhaseDay 30 – Day 90 and beyond


• A buddy offers insight and instruction to new hires and shares certain responsibilities with the manager.

• Buddies should exhibit the Values and Competencies.

• Buddies help navigate the complexities and networks of xx:– Explain organization and business unit structure– Introduce new hires to colleagues– Offer insight into core values and culture, and– Provide instruction on processes and the way

work gets done.

What is an Onboarding Buddy?


• Research across industries found that 40% of external executive hires fail within 18 months.

• American Express did an analysis of exit interview data and found that the key reasons for departure of external executive hires are:– Poor explanation or understanding of performance

expectations– Overpressure to perform early in tenure– Failure to form key internal networks and relationships– New hires’ feelings that their ideas are rejected

What About Executives?


Onboarding refers to the collective processes and activities of integrating new employees into xx. The onboarding period begins when the new executive signs the

offer letter and continues through the first 180 days of employment. It includes preparing for, enabling, engaging and supporting the new employee. The process is

designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities.

Executive Onboarding – Future State

30 Days180 Days

1st Day1st Week 60 Days

Enable Support Prepare

OfferLetterSigned

R&B / Compliance Meetings

Begin Mentor Meetings

NLA

Personal Board of Advisors

Key Stakeholder Meetings

e-Passport & New Employee

Roundtable with CEO

R&B Follow-up Meeting

100 Day Plan Check in

E n g a g eThe First 100 Days Plan (initiated by SHRM and hiring manager, input by new

exec)

Research & Customer Insight Briefing

Recruiting & HR

Onboarding overview sc 5 24-06