Onboarding New Hires: How to Get Them Quickly Up To Speed, Engaged and Productive
OVERVIEW
You’ve made your
decision about whom to hire. You’ve gotten them excited about their new job.
You’re excited about what they can bring to your team. Now what?
If you’re like most good organizations, you’re doing something more. The Aberdeen Group reported that 70 percent of all organizations currently deploy some sort of onboarding program with leaders entering new roles. While this is a good thing, there is great variability in the focus, depth and length of these programs.
The most superficial tend to provide surface-level “meet and greets” and focus on initial paperwork and process knowledge. Others go deeper, focusing on helping leaders learn to navigate the organization’s culture and understand the informal organization and key players.
Also, don’t forget internal transfers. Though onboarding usually focuses on people new to an organization, your current leaders entering new roles need assistance as well. Organizations are made up of many micro-cultures and the informal culture (how things really get done) is what typically drives an organization. Unwritten rules and politics, if not openly discussed, will create obstacles and slow execution.
What does yours do? And do you even have an onboarding program?
If you’re like most good organizations, you’re doing something more. The Aberdeen Group reported that 70 percent of all organizations currently deploy some sort of onboarding program with leaders entering new roles. While this is a good thing, there is great variability in the focus, depth and length of these programs.
The most superficial tend to provide surface-level “meet and greets” and focus on initial paperwork and process knowledge. Others go deeper, focusing on helping leaders learn to navigate the organization’s culture and understand the informal organization and key players.
Also, don’t forget internal transfers. Though onboarding usually focuses on people new to an organization, your current leaders entering new roles need assistance as well. Organizations are made up of many micro-cultures and the informal culture (how things really get done) is what typically drives an organization. Unwritten rules and politics, if not openly discussed, will create obstacles and slow execution.
What does yours do? And do you even have an onboarding program?
WHY
SHOULD YOU ATTEND
Is your hiring and
onboarding process costing you unnecessarily? Did you know….
- Nearly 1/3
of people are job searching within six months of employment
- Almost 1/3
of externally hired executives miss expectations in the first two years
- With
10-15% annual attrition, companies lose about 60% of their entire talent
base within four years.
Introducing an
onboarding program in to your hiring process can mean the difference between
retaining top employees and watching them walk out the door after several
months. Companies, who implement an effective onboarding program during the
first three months of the new hire employment experience, will have 31% less
turnover than those who don’t according to the Aberdeen Group.
Onboarding is important because it introduces the employee to the company’s culture and expectations and gives the employee the vital training and information needed to succeed in their new position. Also, a new hire’s compatibility or culture fit will likely be determined during the onboarding process. This can save the employer from a prolonged investment into the wrong person.
A strategic onboarding plan can dramatically impact your business. Investing in an onboarding process will help reduce turnover and increase new hire effectiveness. An onboarding program isn’t just or more than a routine checklist; it should be a comprehensive process that makes the new employee as well as the company confident they made the right choice and confident they can succeed in their new job.
Onboarding is important because it introduces the employee to the company’s culture and expectations and gives the employee the vital training and information needed to succeed in their new position. Also, a new hire’s compatibility or culture fit will likely be determined during the onboarding process. This can save the employer from a prolonged investment into the wrong person.
A strategic onboarding plan can dramatically impact your business. Investing in an onboarding process will help reduce turnover and increase new hire effectiveness. An onboarding program isn’t just or more than a routine checklist; it should be a comprehensive process that makes the new employee as well as the company confident they made the right choice and confident they can succeed in their new job.
AREAS
COVERED
Robust onboarding
programs help your talent get up to speed faster and deter them from leaving
for greener pastures. The following areas will be covered during the live
session:
- Know the
six mistakes to avoid in your new hire onboarding process
- Review
best practices in executive onboarding accelerating executive success
- Understand
three onboarding approaches to integrate the new hire into their job and
organization
- Review an
onboarding 90 day timeline with key tasks and tools to measure goals and
milestones
- Identify
the top derailers for the critical stakeholders: the manager, the new
leader, human resources
- Learn from
focus groups what new leaders consider the top onboarding issues and ways
to ensure success
LEARNING
OBJECTIVES
This HR compliance
webinar will cover what you need to ensure your organization is building a
stable, committed productive workforce from the start.
WHO
WILL BENEFIT
Human resource
professionals, business leaders, managers, management teams in all industries,
CEO’s, COO’s, VP of Human Resources, Chief Learning Officer, Directors, Project
Managers, Operation Managers and Supervisors, Team Leaders, Staff Managers and
Supervisors
For more detail please click on this below
link:
Email: support@trainingdoyens.com
Toll Free: +1-888-300-8494
Tel: +1-720-996-1616
Fax: +1-888-909-1882
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