Successful Onboarding WELCOME ABOARD! DECEMBER 3, 2015 Presented by Molly Kelley, PHR Moderated by Brandon Laws
Housekeeping Items 1. 30-minute presentation & 15-minute Q&A 2. Slides & Recording available to attendees 3. Get alerts about new events, webinars and content by subscribing at xeniumhr.com 4. 1.0 HRCI Credit available. Email Brandon.Laws@xeniumhr.com to get certificate
Meet your presenter, Molly. Sr. HR Business Partner at Xenium HR Works with various small and medium sized businesses across many industries Trainer for Xenium clients and guests Loves to read; frequents HBR.org and is an NPR super fan
Welcome & Agenda Compliance Connection Clarification Model from SHRM Foundation s Onboarding Employees: Maximizing Success Report 2010 Culture
Challenges Most Organizations Place low value on successful onboarding Resist an investment of time, resources and planning Fail to train their management team on the value of onboarding Start onboarding with orientation, not from recruitment Most Onboarding Programs Focus on administration vs. engagement Fail to tie program to organization mission and goals
Welcome Aboard COMPLIANCE
Nuts and Bolts New hire/onboarding checklist Tour (don t forget to address offsite locations) Organizational chart/who s-who Departmental responsibilities Standard Operating Procedures (expense reports, timecards, vacation requests, payroll access, etc.) Benefits summary and contacts along with enrollment timeline (and ACA required document)
Welcome Aboard CLARIFICATION FROM ING MANAGER
Setting Expectations What makes up Performance? WHAT Should be done by when = Objectives, Goals HOW It should be done = Behaviors Together these define your Performance Expectations
Relationship Building Check-in / Coaching Meetings: Weekly 1 on 1 Meeting Establish Motivators Current Projects and Priorities with Status Updates Accomplishments and Successes Challenges, Gaps or Need for Additional Training
Training Plan To Accomplish Goals, Managers Should - Review the job description to develop a detailed training plan Establish training experts and accountabilities within existing team Engage the team in the training plan development opportunity Build in opportunities for self-directed training and empower your trainee Create and adhere to a training feedback loop Make it fun!
Coaching & Feedback Types of Feedback: Positive reinforce good behavior, accomplishments (be generous) Constructive intended to change behavior (be proactive) Be SAFE with your feedback - Specific - tied to task Appropriate public or private? Frequent & Timely proactive v. reactive Encouraging builds on strengths
Welcome Aboard CULTURE
Culture How would current employees describe company culture? Consider developing culture commitments/understanding Ensure those norms are understood and LIVING BREATHING commitments Authentically address culture challenges/gaps Ask for observations and input - no one sees your culture more clearly than your new hires
Managers as Culture Leaders Manager-Employee relationship is crucial Be a servant leader Be approachable face time with employees is important Listen with the intent to understand Ask them How am I doing as your manager? Involve them in solving problems Relationship leads to retention employees often don t quit organizations, they quit their manager
Welcome Aboard CONNECTION
Mentoring Programs Assigned or organic relationships Structured or informal Provides career opportunities that will encourage personal and professional growth and improve job performance Career development, networking, coaching source or another managerial perspective Serves as an opportunity to build relationships with other colleagues and across all teams and departments
Team Building What works? What doesn t? Formal? Informal? Starts in the onboarding process group size should not exceed 12 new hires Offsite departmental activities (cooking class, wine tasting, etc.) Onsite company-wide/departmental activity (scavenger hunt, client/customer trivia, icebreakers)
Tips & Reminders for Managers Align employee and team goals with organizational goals Lead by example by exhibiting trust building behaviors to create solid working relationships Allocate time for development and coaching Find out what motivates your people and consistently recognize people for their contributions Onboarding efforts are most successful when driven by more than one teammate, but led by the employee s manager Find a buddy/mentor Get to know your folks Utilize the four C s compliance, clarification, culture, connection
Questions? Enter your question for Molly into the chat window on the gotowebinar panel
Thank you! Articles, Whitepapers & other free content at xeniumhr.com/blog Podcasts on itunes, or visit xeniumhr.com/podcast Webinar recordings at xeniumhr.com/webinars General Email: info@xeniumhr.com Molly: Molly.Kelley@xeniumhr.com Brandon: Brandon.Laws@xeniumhr.com