the first 90 days - cdn1.bus the interchange consulting group the first 90 days step-by-step...

Download The First 90 Days - cdn1.bus   The Interchange Consulting Group The First 90 Days Step-By-Step Onboarding Amy Hirsh Robinson, MBA Interchange Consulting Group

Post on 02-May-2018

218 views

Category:

Documents

6 download

Embed Size (px)

TRANSCRIPT

  • 2017 The Interchange Consulting Group

    The First 90 Days Step-By-Step Onboarding

    Amy Hirsh Robinson, MBA

    Interchange Consulting Group

    www.interchange-group.com

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • Death By Orientation Death By

    Orientation

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • Premature Cognitive

    Commitments

    2017 The Interchange Consulting Group www.interchange-group.com

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • What Matters To New Employees?

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • Connection Purpose

    Respect

    Challenge Inclusiveness

    Culture.

    Community.

    Opportunity. Fun

    Empowerment Renewal

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 2014 The Interchange Consulting Group 6

    The First

    90 Days

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • Key Strategies for Success

    1. Build The Business Case

    2. Focus On The Experience

    3. Onboard With Intention

    4. Leverage Your NEO

    5. Invest In Career Development

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 1. Build the Business Case

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 1. Build the Business Case Calculate the Cost of Failed Onboarding

    Attrition

    Low

    productivity

    Reduced

    engagement

    Loss of

    respect

    Degradation

    of brand

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 60% 63%

    69%

    Revenue/FTE Customer

    Satisfaction Retention

    Demonstrate the Benefit of Successful Onboarding

    1. Build the Business Case

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 1. Build the Business Case Illustrate the Generational Imperative

    www.interchange-group.com 2017 The Interchange Consulting Group

    2.0

    2.5

    3.0

    3.5

    4.0

    4.5

    5.0

    To

    tal B

    irth

    s (m

    illio

    ns)

    Baby Boomers Millennials

    Generation X

    Traditionalists

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 1. Build the Business Case Illustrate the Generational Imperative

    2017 The Interchange Consulting Group www.interchange-group.com

    Generation Characteristics Values Onboarding Needs

    Traditionalist (1925-1943)

    Loyal

    Patriotic

    Financially conservative

    Faithful to institutions

    Authority

    Hard work

    Delayed rewards

    Honor & experience

    Org history & legacy

    Duties

    Chain of command

    Baby Boomer (1944-1962)

    Competitive

    Politically adept

    Challenge authority

    Liberal spenders

    Professional identity

    Health & wellness

    Material wealth

    Optimism

    Professional renewal

    Org hierarchy

    Performance mgmt

    process

    Generation X

    (1963-1981)

    Skeptical

    Independent

    Resourceful

    Informal

    Mobility & autonomy

    Balance

    Efficiency

    Reward for results

    Access to info

    Relevant resources

    Clear priorities &

    metrics

    Millennial (1982-2000)

    Optimistic

    Confident

    Multi-Taskers

    Civic Minded

    Constant feedback

    Teamwork

    Diversity & inclusion

    Flexibility

    Community

    Corporate culture

    Professional growth

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 1. Build the Business Case

    Executive management

    Line managers

    Human Resources

    Recent hires

    Confirm Commitment From Stakeholders

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 2. Focus On The Experience

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 2. Focus On The Experience Confirm the Emotional Takeaway

    What are they

    feeling about

    you?

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 2. Focus On The Experience Research the Perceptual Takeaway

    How are they perceiving

    you?

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 2. Focus On The Experience Process Map the Experience

    Easy or

    difficult?

    Help or hinder?

    Increase or

    reduce?

    Ensure or

    sabotage?

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 3. Onboard With Intention

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 3. Onboard With Intention

    Intern Full-Time

    Network; explore the company Know your place; keep your head down

    Youre vital to our business

    strategy; We welcome your ideas

    Focus on the job you were hired to do; Your idea wont work

    Peer bonding; sense of community

    Low peer-to-peer interaction; lack of community

    Explicit career development & pathing conversations

    Sink or swim/figure it out yourself expectations

    Placed with desirable managers

    Placed with managers who need & receive headcount

    Align the Intern & Full-Time Experiences

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 3. Onboard With Intention

    STEP 1 Classify

    Entrants

    STEP 5 Implement

    Program

    STEP 6 Define &

    Track

    Success

    STEP 3 Identify

    Resources

    Needed at

    Each Level

    STEP 4

    Identify Key Phases &

    Activities of

    Onboarding

    Process

    STEP 2 Identify

    Competencies

    for Each Level

    6 Critical Steps of Onboarding

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 3. Onboard With Intention

    STEP 1 Classify

    Entrants

    STEP 5 Implement

    Program

    STEP 6 Define &

    Track

    Success

    STEP 3 Identify

    Resources

    Needed at

    Each Level

    STEP 4

    Identify Key Phases &

    Activities of

    Onboarding

    Process

    STEP 2 Identify

    Competencies

    for Each Level

    6 Critical Steps of Onboarding

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 3. Onboard With Intention

    STEP 1 Classify

    Entrants

    STEP 5 Implement

    Program

    STEP 6 Define &

    Track

    Success

    STEP 3 Identify

    Resources

    Needed at

    Each Level

    STEP 4

    Identify Key Phases &

    Activities of

    Onboarding

    Process

    STEP 2 Identify

    Competencies

    for Each Level

    6 Critical Steps of Onboarding

    www.interchange-group.com 2017 The Interchange Consulting Group

    http://www.interchange-group.com/http://www.interchange-group.com/http://www.interchange-group.com/

  • 3. Onboard With Intention

    STEP 1 Classify

    Entrants

    STEP 5 Implement

    Program

    STEP 6 Define &

    Track

    Success

    STEP 3 Identify

    Resources

    Needed at

    Each Level

    STEP 4

    Identify Key Phases &

    Activities of

    Onboarding

    Process

    STEP 2 Identify

    Competencies

    for Each Level

    6 Critical Steps of Onboarding

    www.interchange-gro

Recommended

View more >