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How to Enhance Your Onboarding Program DELIVERED BY Damien DeBarra, Learning Solutions Director Matt Plass, CEO, Interactive Services, US
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24 Years of Award-Winning Training Solutions
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Everything focuses on… ENGAGEMENT
RETENTION
PRODUCTIVITY
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1 Most employee attrition happens in the first 3 months. New hires typically become productive after 9 months in role.
The cost of replacing an employee is 3 x salary.
Day 1
Productivity
Attrition
Day 30
Day 60
Day 90
9 Months
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2 The attrition rate of disengaged employees is 12 x higher than for highly-engaged employees. 45% of employees will look for other jobs outside their current organization within the year.
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3 80% percent of employees who were dissatisfied with their direct manager were disengaged. 33% of senior leaders believe employee loyalty has a direct relationship to profits.
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4 Employees who gave their company culture low marks were 15% more likely to be looking for a new job. 44% of millennials expect to leave their current employers in the next two years.
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The Building Blocks of Effective Onboarding
Targeted Analysis
Design & Road Map
Ease of Access
Meaningful Content
Leader Support
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The Accountability Principle
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Top Five Tips To Turbo-Charge Your Onboarding Program
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We design onboarding experiences that build accountability into the process, to guarantee that new hires get supported from Day 1 to Day 365.
Everyone has skin in the game.
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“I’m a manager. I focus on a new hire’s job role and I leave onboarding to HR.” “I work in HR. Once the new hire walks through the door, I leave it to the manager.” Without clear accountability and ownership, onboarding slips between the cracks
“I’m not clear what’s required of me as the manager of a new hire?” Managers need clarity on their responsibilities.
“As a manager, I don’t feel fully equipped to support a new hire.” Managers need skills, resources and guidelines to support new hires
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We ensure that new hires have a clear framework for success and a go-to network for support. This means a manager or leader who can help them set goals, a buddy who can help them with smaller, more informal needs, and a clear path of communication and backup for HR tasks and queries.
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DAY 1
WEEK 2
WEEK 4
MONTH 3
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Welcome box New hire guide Day 1 checklist Coaching conversation Buddy check-In
Functional check in How to succeed at ACME Coaching conversation Buddy check-in
Functional check in Strategy at ACME Coaching conversation Buddy check-in Engagement survey
Functional check in Career planning workshop Coaching conversation Buddy check in Engagement survey
Day 365
Pre-board BEFORE DAY 1
WEEK 1
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Email campaign Welcome to ACME culture movie How to succeed at ACME infographic Pre-Day 1 checklist Forms & admin
Compliance training The ACME culture Functional planning workshop Coaching conversation Buddy check-In Week 1: checklist
WEEK 3
MONTH 2
MONTH 4-12
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Functional check in Building your network Coaching conversation Buddy check-in
Functional check in Coaching conversation Buddy check-in Engagement survey
Functional check in (one per month) Manager checkpoints (one per month) Buddy check in (one per month) My First Year review Engagement survey
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We build in regular checkpoints – meetings and events to provide structure and opportunities to explore areas for discussion. What gets discussed, sticks.
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We nudge people to remind them what they need to do and when they need to do it.
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We provide easy-to-use tools and resources to drive people towards self-sufficiency and selfdevelopment, making sure that new hires are assuming accountability for their own progress from Day 1.
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Q&A
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My First YearThe onboarding your future leaders deserve. pre-boarding access
role profiling and custom content tracked manager/learner checkpoints your culture and branding personalized profile creation calendar ‘nudges’ and milestones social media integration leaderboard dynamic and situational faq
device agnostic
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ANY QUESTIONS?