connect the dots on boarding workshop

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Onboarding 101:Engaging Employees Right from

the “Pre-Start”

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What do your employees experience on their first day?

video

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Workshop Objectives

What do you want out of this workshop?

3Connect the Dots Consulting

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Some statistics* 90% of companies believe that their employees make

their decision to stay at the company within the first six months

62% of all organizations now have a formal onboarding process; this will grow to 77% in 12 months

“New employee retention” is the overwhelming pressure driving onboarding in 2008-as compared to “productivity which was the top pressure that drove onboarding in 2006

*The Aberdeen Group, Effective Onboarding Techniques and Strategies, January 2008


More Statistics

• Nearly one in three (30%) of new leaders hired from the outside the organization are evaluated as underperforming after two years on the job

• 21% of executives who make internal transfers do not succeed by the two year mark

• Data source: Study conducted by Alexcel group


0 months 18 months4 months

Prestart Week 1 Month 1 Month 2 Month 3 Month 4

Offer Accepted Setup Honeymoon Reality Adjustment Transition

Full integration into role and culture

Onboarding Model: A Working Definition

Gain knowledge……….build relationships…………and receive feedback

Connect the Dots Consulting

Orientation vs. Onboarding

Orientation: Onboarding:• Lasts first 3 to 6 months• Information flows through several

channels to and from new hires• Customized by function and role• Integrative and strategic• Functional and role-specific info

delivered “just-in-time” • “Live and learn” the organizational

culture while getting feedback• Associates are fully transitioned to

the organization, culture, and role

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• Single event• One-way information flow to the

new hires• “One-size-fits-all” process• Logistical and tactical• Organizational overview information

delivered to a group• Limited exposure/information about

organizational culture—usually “aspirational” not actual

• Associates are still “new” after orientation


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Building Your Onboarding

MetricsCommunication

IMPLEMENT

RoadMapsRoles

CUSTOMIZEBest Practices

CultureAudiencesObjectives

FOUNDATION


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Create the Business Case

• Why do we want/need and onboarding program?

• What will we accomplish?• How will it add value to the organization?


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Identify Your Audiences


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Which Audiences Will You Include?

All associates Leaders Internal promotions Associates from

mergers/acquisitions


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Culture’s impact on onboarding

To be successful here ……..

Go directly to the source


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Sample Culture Statements

In our organization, we always…

– Look for ways to innovate– Are honest and

accountable for mistakes– Do something (make a

decision)– Keep the right people

informed and involved – Stay on top of things

..and we never…

– Create surprises – never surprise leadership, coworkers, or customers

– Wait for perfection – Disclose sensitive

information – Are unresponsive to

customers or employees– Assume our roles will stay

the same


Research Best Practices


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Recent Aberdeen Study*• Leading Organizations:

– Formalize an onboarding strategy– Provide support/training to new hires– Manage pre-start logistics– Ensure that new hires are integrated into the company

culture– Hiring managers set clear expectations– Automate forms management– Provide assessment tools for skills, knowledge,

attributes and behaviors*”All Aboard: Effective Onboarding Techniques & Strategies” Jan 2008


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Everyone has a role


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Human Resources Hiring Manager New Leader New Associate Mentor/Coach

Defining Roles


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The three “Cs” of defining roles…

• Capacity• Competency• Commitment

Defining Roles


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The Successful Role of HR In Leadership Onboarding

What HR Does: Facilitates and guides the onboarding process

How HR Does It:Integrates onboarding actions into typical internal client support

In All-Associate Onboarding

What HR Does: Supports and monitors onboarding process

How HR Does It:Uses technology and time-based check-ins to monitor progress


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BuildingYour Onboarding


IMPLEMENT

RoadMapsRoles



FOUNDATION


RoadMaps


New Associate RoadMapOnboardingAction item

PreStart Week One

MonthOne

Month Two

Month Three

Resources

Getting Prepared

Briefing PacketWebsite

Getting Started

Logistics ChecklistAdvice

AttendOrientationOnboarding Objectives

List from Hiring Manager

Onboarding Meeting 1

Meeting Agenda


Hiring Manager RoadMapOnboardingActions

PreStart Week One Month One

Month Two

Month Three

Resources

• Draft NA Roadmap

• Place call to NL

• Template

• Talking Points

Initiate logisticsMeet w NA

• Logistics checklist

• Agenda

• Review RoadMap

• Role Clarity

• Agenda

• Discussion guide

Provide feedback

Survey results

Transition to Performance Management

• Agenda• PM

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HR RoadMapOnboarding Actions

PreStart Week one Month One

Month Two

Month Three

Resources

• Initiate logistics

• Meet with hiring manager

• Logistics checklist

• NL Roadmap guide

• Meet with NA

• Review onboarding

• Agenda

• Talking Points

Discuss personal transition

• Transition guide

Culture discussion

• Culture roadmap

Provide feedback

• Survey info and talking points

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Mentor/Coach RoadMapOnboarding Actions

PreStart Week One Month One

Month Two

Month Three

Resources

Call/email new associate

Talking points

Take NA to lunch

Talking points

• Answer questions

• Discuss culture

Culture roadmap

Introduce NA to peers

Mentor guide


0 months 18 months4 months

Prestart Week 1 Month 1 Month 2 Month 3 Month 4

Offer Accepted Setup Honeymoon Reality Adjustment Transition

Full integration into role and culture

Onboarding Model: A Working Definition

Gain knowledge……….build relationships…………and receive feedback


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BuildingYour Onboarding


IMPLEMENT

RoadMapsRoles



FOUNDATION


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Communication


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Communication Plan

Create a communication plan that tells the organization—

-why do onboarding?-who will participate and how?-what results are expected?


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Metrics


Metrics

• Build metrics according to your objectives• Collect quantitative and qualitative data• Include all process partners

– Hiring Manager– New Leader– HR– Mentor


Measuring Success

• Collect data through the roadmap actions and resources

• Implement surveys at key, time-based milestones to measure progress

• Measure cultural fit via a multi-rater early feedback process


How we work with clients• Consulting and advising

– Building and presenting the business case– Determining best solution– Project managing onboarding team

• Customizing best practice solutions– Web-based– Non web-based

• Integration Coaching– HR Partner– New Leader

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Summary

video


Appendix

• Tools and templates to get you started

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Recently Hired associates Hiring Manager

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Create a list of recently-hired and recently-promoted associates and their hiring managers.

Action Item #1


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Ask questions like:Questions Your Data

1. Tell me about your selection/interview process2. What kind of information and support did you get after you accepted the job? From who?3. What advice would you give a newly-hired (newly-promoted) associate?4. What does the hiring manager do for a new associate?

What does HR do?

What should they do

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Action Item #2

Key Questions: Your Data1. What makes our organization’s

culture unique?

2. How can you be successful in our culture?

3. What things should and associate never do in our organization?

4. What advice would you give to a new hire as to how to navigate our culture

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Articulate your organization’s culture by asking for input from a cross-sectionof associates (target groups of associates based on your onboarding audience)


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Action Item #3

Topics include Your Data

• Audience• Length of process• TechnologySources for data include:• Peer in like industry• Leading organizations:• Aberdeen Group• The Work Institute• Gallup Organization• Genesis Advisers• Connect the Dots

List other possible data sources:


Find and research onboarding best practices and validate them against your organization.

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Action Item #4

Roles Your OrganizationHuman Resources

Hiring Manager

New Associate

New Leader

Mentor/Coach

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Define the roles of the onboarding participants that fit your organization —


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Action Item #5

Process Component Your OrganizationObjectives

Audience

Roles/Capacity

Culture

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Define the foundational components of your organization’s onboarding process.


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Action Item #6

Talking Point Your OrganizationWhy we are doing onboarding?

Who will participate in the process andhow?

What results are expected?

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Create a communication plan that tells the organization:


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Action Item #7

Include: DataProcess Objective(s):

Qualitative Metric:

Quantitative Metric:

How we collect data:

Leverage the data:

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Is your process having a positive impact on employees and organization?


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Notes:


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Presenters

Brenda Hampel, Partner

[email protected]

614.793.8836

Erika Lamont, Partner

[email protected]

614-793.8835

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mailto:[email protected]�

mailto:[email protected]�

connect the dots on boarding workshop

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