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? Do you have a formal onboarding program in your organization?
? How would you describe your new hire training?
What we hope you take-away: Apply best practices to accelerate the time to productivity for the new hires. Apply the concept of “organizational socialization” to new hire training. Build a foundational new hire training and development plan.
What is onboarding? strategic vs. tactical…
Onboarding, also known as organizational socialization, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. Source: Bauer, T.N. and Erdogan, B. APA Handbook Of Industrial And Organizational Psychology
BENEFITS OF A STRONG ONBOARDING PROGRAM Become familiar and comfortable with their job roles. Improve employee retention. Learn about company culture and jobrelated resources. Reduce the amount of time to productivity. Start to build relationships and networks. Increase visibility of new hires. SOURCE: Strategic Onboarding. Bersin by Deloitte.
BENEFITS OF A STRONG ONBOARDING PROGRAM Align expectations of jobs and careers. Improve internal communications. Feel engaged and valued. Improve customer satisfaction. Receive immediate feedback. Improve company brand. SOURCE: Strategic Onboarding. Bersin by Deloitte.
EMPLOYEE ENGAGEMENT DROPS BY 8% AFTER THE FIRST 6 MONTHS OF EMPLOYMENT. SOURCE: Gallup, State of the American Workplace 2013 52% 44% According to an Aberdeen Benchmark Report, EFFECTIVE ONBOARDING improves… RETENTION RATES BY CUSTOMER SATISFACTION BY TIME TO PRODUCTIVITY BY 52% 53% 60%
8-12 WEEKS avg. time to productivity for clerical staff 18-22 WEEKS avg. time to productivity for professional staff 24-28 WEEKS avg. time to productivity for executives 18 MONTHS the most vulnerable time for a new hire to leave SOURCE: Strategic Onboarding. Bersin by Deloitte.
5 BEST PRACTICES FOR EMPLOYEE ONBOARDING INVOLVING MANAGERS PLANNING AHEAD INTEGRATING COMPANY GOALS AND CULTURE OUTLINING EXPECTATIONS, GOALS AND SUCCESS CRITERIA UTILIZING TECHNOLOGY AND ONLINE TRAINING
New Employee Success HR • • Sourcing, recruiting, hiring Linking manager and job requirements LEARNING • • Links between job role and knowledge/skill needed Closing gaps MANAGER • • Support of both HR and Learning Support of employee’s acclimation
1.Planning Ahead Understand future needs and potential gaps Job descriptions and skills Character and culture fit
2. Company Goals and Culture Mission, Strategy and Goals Understanding employee impact Information flow and learning
Connectedness and Networking 60% Increase the quantity and quality of connections • Ability to understand the relative value of situations • Areas of subject matter expertise of managers who fail to onboard successfully cite failure to establish effective working relationships as a primary reason. SOURCE: SHRM, Onboarding New Employees: Maximizing Success • Key influencers and information • Leveraging technology and enterprise social networks
3. Expectations • Learning preferences • Management style • Performance measurements • Feedback and coaching
Purpose and Context Provide context to improve productivity • DRIVE: Mastery, Autonomy, and Purpose • Ambition, entrepreneurialism and attachment • Understanding of organization based on education or experience.
4. Technology and Training Learning resources and content Off-the-shelf and custom video Resource delivery LMS and mobile
Developing a New Hire Learning Plan Job Performance • Here’s how you do… • Processes and applications needed • How and where to get the information they need • Job aids, process descriptions, flow charts • Resources and training delivery Company and Culture • The concept, purpose and vision • Your industry and message to the market • Information flow and influence • Org charts and/or team personal interest collages • Help your new employees establish connections and network
Developing a New Hire Learning Plan Welcome and Introduction JOB PERFORMANCE Training Room Login Instructions Accessing Your Computer Overview Associates How-to Guide COMPANY AND CULTURE Welcome from President Employee Handbook Company Overview
Developing a New Hire Learning Plan Workplace Policy and Compliance JOB PERFORMANCE PCI Compliance PCI Compliance Assessment COMPANY AND CULTURE Employee Awareness Series: Sexual Harassment Ethics for Everyone Undeliverable: Email Etiquette for Today’s Workplace
Developing a New Hire Learning Plan Applications and Processes JOB PERFORMANCE How to Use Outlook 2013 MS Office 2013 Excel: Tips, Tricks and Shortcuts Part1 MS Office 2013 Excel: Tips, Tricks and Shortcuts Part2 Community (ESN) How-to-Guide COMPANY AND CULTURE Flexible work policy and time off Career development and promotions Recognition and rewards
5. Manager Involvement Provide context to improve productivity • Acclimation and application of learning • Coaching and feedback • Setting expectations and goals
Measuring the Impact Improvement Objectives Business Impact Knowledge Transfer Attrition Engagement Levels Time to Productivity Employment Brand Level of Productivity Automation Ability to Meet Emerging Talent Needs Consistency of (Positive) Experience Competitive Position Organizational Transformation (business and Recruiting Cost /or cultural) Labor Cost Accountability—Roles and Responsibilities Onboarding Administration Cost SOURCE: Successful Onboarding: Strategies to Unlock Hidden Value Within Your Organization by Mark A. Stein and Lilith Christiansen
New Hire Contribution = Capability + Context + Connections + Tools/Training Organizational Socialization and Insider
Onboarding and new hire training should be considered a strategic initiative of your organization. Key Take-Aways Successful strategic onboarding programs are good for the bottom line and the overall health of your organization. The five best practices: planning ahead, integrating your company’s goals and culture, outline expectations, utilize technology and online resources, and get your managers involved.
Building Skills Cutting Edge Success at Work – Build Employability Skills • • • • Fast-paced and short Character-driven TV style comedies New approach to reaching today’s learners Laughing, discussing and reacting to behaviors
Getting Your New Managers Up to Speed Quickly 1. Congratulations, You're a Supervisor! 2. How Good Do You Want to Be? 3. Personal Traits for Success 4. Establish Credibility to Lead 5. Going From Buddy to Boss 6. Your First Team Meeting 7. Research Your New Team 8. Get Team Feedback from Others 9. Interview Your Team 10.Observe Your Team in Action 11.Develop a Team Strategic Plan 12.Mistakes to Avoid
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Presenter: Chris Osborn Vice President of Marketing firstname.lastname@example.org @chrisosbornstl . Host: Jessica Petry Sr. Marketing Specialist email@example.com @JessLPetry