Employee Onboarding · Poor Onboarding has real financial costs. 1SHERM: Onboarding New Employees...
Transcript of Employee Onboarding · Poor Onboarding has real financial costs. 1SHERM: Onboarding New Employees...
Employee Onboarding
Presented by
Susan Ward, PhD
Human Resources Association of Central Connecticut
February 27, 2014
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Tonight’s Discussion
• Why invest in Onboarding
• Onboarding vs. Orientation
• What to consider for effective Onboarding
• Success factors
• Components from AMI Onboarding work
• Q&A
Q
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• How many have Onboarding programs at
their company?
– Is your program run by HR?
– How is Onboarding perceived in your
organization?
Introduction
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Perspective
How you onboard people
will help set you both up for
a great relationship.
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Poor Onboarding has a negative impact
on Engagement.
Productivity2
Time to proficiency 4 to 26 weeks
Retention3
22% of staff turnover occurs within first 45 days
Discretionary Effort1
7 out of 10 workers are not engaged
1State of the American Workforce, Gallup 2013 3Wynhurst Group, 2007 2MIT Sloan Management Review, Winter 2005
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Poor Onboarding has real financial costs.
1SHERM: Onboarding New Employees Maximizing Success 2011; CAP Study Nov 2012 2Mellon Financial Corporation Study 2005
Cost of Lost Productivity2
(due to new hire and transfer learning curves)
1 – 2 ½% of total revenue
Cost of Turnover1
½ to 2x an employee’s annual salary
Effective Onboarding has a real positive
impact.
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Retention2
Participants of structured Onboarding programs
were 58% more likely to be with an organization
after 3 years
Productivity1
Effectively Onboarding new employees can
improve job performance by up to 11%
1Corporate Executive Board Recruiting Roundtable Survey 2005 2Wynhurst Group 2007
Effective Onboarding has a real positive
impact on the business.
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Business Metrics1
Onboarding can improve
Customer Retention by 12-16% and
Revenue per FTE by 9-17%
1Aberdeen: Onboarding 2013: A New Look at New Hires Q:E
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What’s your experience?
At your table, talk with your neighbor to
describe an Onboarding
disaster that you’ve experienced
OR
a great experience
What contributed to it?
Q
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What are the differences between
Orientation and Onboarding?
Characteristics of
Orientation Programs
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Characteristics of Orientation Programs
Occurs on employee’s
1st day or 1st week
Several hours to
1 or 2 days
One time event Focuses on New hires
Addresses important
paperwork Usually run by HR
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What are the differences between
Orientation and Onboarding?
Characteristics of
Orientation Programs
Characteristics of
Onboarding
Programs
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Characteristics of Onboarding Programs
Starts before employee’s
first day 90 days – 1 year
Fully integrates the
employee in the
organization and role
Designed to engage and
motivate
Maintains continuity and
culture
Success requires a
collaborative effort
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Orientation vs. Onboarding
Orientation Onboarding
Transactional
Legal and Accounting
• W2 and legal forms
• Employment contract
• Direct deposit
Company Security
Regulatory Requirements
• Safety videos
• Training dates
Human Resources
• Benefits
Relational
Role relevance
Expectations
Partnering
Performance
objectives
Goals
Networking
“How to”
Coaching
Support
Company information
• Vision
• History
• Who’s who
Company resources
Logistics
• Office/cubicle
• Computer
• Phones/voicemail
Onboarding helps a New Colleague learn
key aspects of the organization.
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Business orientation
Expectations alignment
Political Landscape
Cultural adaptation
M. Watkins 2010
Purpose of an Onboarding Program
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A way to manage transitions for new hires
and transferring colleagues.
Good stewardship of your investment in a
new colleague.
Maximize cultural fit with the business
objectives and values.
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A person’s ability to integrate into an
organization says more about the
culture than about the individual.
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What are your goals for the Onboarding
program?
SCOPE
• Organization
• Department
• Role
ROLL-OUT • New program or redesign?
• Use of technology? Existing systems?
OBJECTIVES
• Align with culture and business strategy
• Engagement and Retention
• Productivity
• Learning and Development
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Identify the project parameters you have
to work within.
• Budget
• Timing
• Resources (internal vs. external)
• Program ownership
• Business sponsorship/alignment
• Stakeholder support
• Other….
Q
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Who do you think should have a
formal role in Onboarding a new
hire or a transferred colleague?
Question
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Onboarding requires collaboration and
the New Colleague is the main driver.
New
Colleague
Administrative
Assistant Onboarding
Partner
Hiring
Manager
Human
Resources
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Decide what components to include.
DATA GATHERING
• Interviews
• Surveys
• Focus groups
INVESTIGATION
• External:
• Websites, programs,
documentation
• Vendors
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Depending on your goals, decide what
content areas to include, such as …
• Vision, Mission and Values
• Business Objectives
• Short-term Goals/Milestones
• Professional Development
• Cultural components
• Organization, Roles and Responsibilities
• Resources
• Relationships and Networking
• Regulatory Requirements/Training
Q
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What factors are required
successfully develop or
implement an
Onboarding program?
Question
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Examples of Overall Success Factors
• Organizational commitment
• Business alignment
• Include the relationship as well as the tactical
• Quality and relevant content: maintain process
• Marketing and Communications
• Follow Up: – Ensure usage
– Elicit feedback
– Measurement
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Components from AMI Onboarding
programs:
• Roadmap or schedules
• Check lists
• Easy-to-reference information
• Step by step processes
• Relationship map
• Learning log
• Other: specific tools based on client goals