Onboarding Success and Engagement. Deborah Jeffries, PHR, CPC Vice President HR Answers, Inc.

Transcription

1 Onboarding Success and Engagement Deborah Jeffries, PHR, CPC Vice President HR Answers, Inc.

2 Today s Agenda What and Why Onboarding Pitfalls to Avoid The Cost of Bad Onboarding The Generational Imperative The Critical Steps of Onboarding Ideas Q & A s

3 What Is Onboarding?

4 Onboarding is the process of introducing and welcoming a new employee to the organization and giving them the best start possible!

5 Let s Agree Every Organization has an Onboarding Process

6 It will happen with you or without you!

7 Everyone has a Horror Story

8 Questions: 1. You have only one opportunity to make a first impression; what impression does your organization make on a new employee? 2. How would you describe the quality and effectiveness of your organization s orientation? 8

9 Most Frequent Orientation Program Complaints They are Boring They are Overwhelming Employees are Left to Sink or Swim

10 Pitfalls To Avoid Not having a clean & ready workstation Cramming 20/hrs of info into 4 dull hours of orientation Starting a new hire when their supervisor is absent Ignoring the needs of mid- & senior-level employees Failing to address generational needs & differences Relying on org charts to explain lines of communication Assuming a new hire can t be productive from the start Running a disorganized program Adopting a Sink Or Swim approach because it worked for you! Others.

11 Key Benefits of OnBoarding To reduce start up costs To reduce anxiety To reduce employee turnover To reduce supervisor training time To develop realistic job expectations

12 Onboarding: Communicates the Next Step Our Expectations Our Process Our Communication The Million Dollar Question And Continues Engagement

13 Steps to Successful OnBoarding Make them feel welcome! Explain culture, vision, values, mission, and goals Reinforce their decision to join the organization Introduce policies and procedures Give them the tools they need to succeed Teach safety and job skills

14 Benefits to New Employee Affirming they joined the right organization Reduce anxiety Improved communication Appreciation of benefits available only to employees To develop realistic job expectations, positive attitudes, and job satisfaction what I need to know to be successful here

15 The Cost Of Bad Onboarding Increased turnover Diminished productivity Poor communication Loss of time for supervisor and co-workers Reduced engagement Loss of respect for management & Credit Union Degradation of Credit Union brand

16 Some Statistics 90% of organizations believe employees make a decision to stay within the first 6 months Employees who attend structured programs are 69% more likely to remain after 3 years Organizations with structured programs enjoy: 60% yr-over-yr improvement in revenue/fte 63% yr-over-yr improvement in customer satisfaction

17 The Generational Imperative

18 For Consideration Generations At Work

19 Designing Your Program

20 Focus On The Experience What is the new hire s takeaway? Emotional Perceptual Does your process: Make it easy/difficult to get the information they need? Help/hinder their path to high performance? Increase/reduce time to productivity? Ensure/sabotage their success?

21 Classify Entrants By Level of Position By Department By Generation Indentify Competencies for Each Level Individual Contributor Managerial Executive Organizational Technical Departmental

22 Three Stages of Orientation Overview or General Orientation Departmental Orientation Job-Specific Orientation 22

23 Identify Resources Needed At Each Level Employment Information Facilities & Equipment Performance Appraisal Process Communication Technology Technical Information & Tools Training & Development Organizational Culture Key Contacts/Relationships

24 Onboarding Content Areas Organization Compensation Benefits Attendance Leave & Holidays Health & Safety Security Transportation Internal Communication Personal Comfort Performance

25 OnBoarding Checklist What really needs to be covered: Six Months Four Months Three Months One Month Two Weeks

26 Identify Key Phases & Activities of the Onboarding Process

27 Define & Track Success Defining Success Retention rates Employee engagement Time to productivity Quality Customer satisfaction Revenue/employee Onboarding Surveys/Interviews First week First 3 months First year

28 Send to Employees Before the First Day Offer Letter Employee Handbook Credit Union Mission/Values Dress Code Information Job Description Organizational Chart Other

29 Before the First Day Send welcome letter Prepare work area Assemble materials Order business cards Arrange for computer & phone Select a buddy Coordinate meaningful work assignment

30 Homework: Take Back and Ask What can you personally do (as the Supervisor, as the Lead) to welcome or ensure the transition from HR s orientation and Onboarding to a Department Orientation/Onboarding? Be specific in your ideas, thoughts, steps, activities, etc.

31 Supplemental Materials Let me know if you would like additional items: Sample CU Offer Letter (s) (with attachments) Pre-Onboarding Checklist Sample CU Onboarding/Orientation Schedule Department Orientation New Employee Orientation Evaluation

32 Typical New Employee Questions What is this new job really about? How and when do I get paid? How is this job like/unlike my last job? Will I be happy in this new job? Will I fit in? Will I be welcome? What do I have to do first? Who will tell me my priorities? What do I need to know to become productive? When will I get to do some real work? How do I relate to my co-workers? Will my office/work area be prepared for me when I arrive? What am I going to do for lunch? Will I be alone? What are the unwritten rules?

33 New Employee Questions, cont. Who are these other people and what do they do? Who do I go to for answers to problems? What are the likely barriers in trying to get the job done? Who knows the right answers when info is conflicting? How will I remember all this new information? How does the phone work? How are messages handled? Where s the rest room, lunchroom, break room, coat closet, copier? How should I dress? Is there a casual-dress day? What resources are available when I need help or more information? What are the immediate priorities for the first day, first week, etc.?

34 Thank You! Please share your experiences with me!