The new business of onboarding
•Download as PPT, PDF•
2 likes•1,544 views
The document discusses the importance of onboarding for new employees. It defines onboarding and lists some key elements of an onboarding program such as orientation, training, coaching, mentoring, and establishing a 30-60-90 day plan. Effective onboarding helps new employees learn about company culture and values, reduces turnover, and leads to higher engagement and performance. The document provides strategies for onboarding excellence such as personalized programs and using onboarding portals. It also discusses getting onboarding back on track and provides a case study of Zappos' intensive 5-week onboarding program.
The new business of onboarding
- 1. The New Business of Onboarding Tony WigginsTony Wiggins The HR Architect The HR Architect
- 2. What is Onboarding? Induction Culture NewEmployee Values Orientation Pre-boarding OnlineLearning Buddies 30-60-90 day plan Coaching Engagement CareerPath Welcome KnowledgeSharing Culture SocialMedia BusinessOutcomes Mentoring Touchstone TransitionAccelerators Training CrossSiloConnections ROI The HR Architect
- 3. Importance of Onboarding • Employees are your biggest asset • New hires are on a high…good time to build emotion and commitment • Only one chance to make a good impression • Send the message that you are expecting greatness…and new hires will respond • Immerse new hires in the culture from day one • Turnover costs reduced The HR Architect
- 4. Onboarding Excellence Strategies • “Absolute” Onboarding Strategy • Personal Onboarding Programs (POP) • Transition accelerators • Onboarding portals • Speed development - critical relationships • Rapid ROI • CEO as a champion The HR Architect
- 5. Onboarding Success • Communicate expectations • Model the “right” behaviours for the new hire • Pepper your onboarding with opportunities to: • Offer feedback • How the new hire can add value • Identify ideas for improvement in their first 90 days • Integrated strategy - HR/Manager/Coach The HR Architect
- 6. Getting Back on Track • Turn your onboarding around so new hires are set up to succeed • Recognise the pitfalls and implement ROI measures with the business • Yes, prepare, prepare, prepare!!! The HR Architect
- 7. ZAPPOS Case Study: Intensive Onboarding at Zappos New employees at Zappos learn about the organisation’s values and procedures in an intensive five-week training course, during which new hires are offered $2,000 to quit if they feel they are not a good fit for the organisation. Only about 1% of trainees have taken this offer. This is why even though Zappos has more than 1,300 employees, the company has been able to maintain a relatively flat structure and prides itself on its extreme transparency. The HR Architect SOURCE: Bauer, T., & Erdogan, B. (2010). Organizational Behavior. Nyack, NY: Flat World Knowledge
- 8. Lay the Ground Work • Onboarding begins with the click of a mouse • Organisational websites, customer and employee experiences all send a potent message about what an organisation values, and how they treat their workforce. • Smart organisations have learned firsthand how to be proactive…lay the groundwork for an onboarding program that engages the best and brightest talent before they even walk through the door. The HR Architect
- 9. To get your onboarding back on track … contact Tony Wiggins The HR Architect, Australia M: 0401 458 573 E: thehrarchitect@optusnet.com.au LinkedIn: Tony Wiggins Twitter: @Tony Wiggin References 6 Reasons Why Employee Onboarding is Important, Jill Donnelly. Onboarding, The Human Capital Institute The Top 5 Employee Onboarding Mistakes, Jill Donnelly The HR Architect
- 10. To get your onboarding back on track … contact Tony Wiggins The HR Architect, Australia M: 0401 458 573 E: thehrarchitect@optusnet.com.au LinkedIn: Tony Wiggins Twitter: @Tony Wiggin References 6 Reasons Why Employee Onboarding is Important, Jill Donnelly. Onboarding, The Human Capital Institute The Top 5 Employee Onboarding Mistakes, Jill Donnelly The HR Architect