Onboarding and Employee Retention HumanKind HR Onboarding and Employee Retention

Presentation Overview COMPANY THE NUMBERS  RETENTION ONBOARDING HumanKind HR - Who We Are and What We Do The Financial Impact of Onboarding The Relationship Between Onboarding and Retention How to Build an Effective Onboarding Program

HumanKind HR OUR STORY 20+ years of experience in the legal and HR     fields HumanKind HR provides HR recruiting, consulting services, and tools to businesses to create high- performing, innovative, and sustainable cultures Clients across all industries nationally and internationally  HumanKind HR Leadership Groups CHRO Leadership Forum HR Leaders Networking Group SHRM and HRCI Certified WBENC Certified Conscious Capitalism Advisory Council 60% 83% 73% 83%

Company Purpose and Cultural Pillars WHO WE ARE & WHAT WE DO OUR PURPOSE To enrich the lives of people across the world OUR CULTURAL PILLARS People:  We look at your employees as people first Purpose:  We keep people and culture at the core of what we do Passion: Our passion is to enable companies to unlock the potential of their employees and grow their business

The Numbers WHY IT MATTERS Average cost-per-hire: $______ (SHRM) Average time it takes to fill any given position: ______ days (SHRM)  ______% of turnover happens in the first 45 days after hiring a new employee (SHRM)

The Numbers WHY IT MATTERS Average cost-per-hire: $4,129 (SHRM) Average time it takes to fill any given position: ______ days (SHRM)  _____% of turnover happens in the first 45 days after hiring a new employee (SHRM)

The Numbers WHY IT MATTERS Average cost-per-hire: $4,129 (SHRM) Average time it takes to fill any given position: 42 days (SHRM)  _____% of turnover happens in the first 45 days after hiring a new employee (SHRM)

The Numbers WHY IT MATTERS Average cost-per-hire: $4,129 (SHRM) Average time it takes to fill any given position: 42 days (SHRM)  20% of turnover happens in the first 45 days after hiring a new employee (SHRM)

The Numbers WHY IT MATTERS 69% of employees are more likely to stay with a company for three years if they experienced a great onboarding (SHRM) Organizations with a standard onboarding process experience 50% greater new hire productivity (SHRM)

Onboarding Program ONBOARDING AND RETENTION What Onboarding is: A structured program designed to provide information to new hires about: The company The culture Their role The knowledge they need to be successful What Onboarding is Not: A morning of filling out paperwork Giving the new hire supplies/equipment and Employee Handbook One day Just about the role

Benefits of a Structured Onboarding Program ONBOARDING AND RETENTION Consistent new hire onboarding experience across the organization Cost savings tied to retention New hires become productive faster New hires are assimilated into the organizational culture Increased engagement of new hires Seamless transition from new hire to productive team member

Building an Onboarding Program ONBOARDING AND RETENTION Leadership needs to be aligned and support the program Team to design and build it Structured over a one year period Build it into your accountability system (performance reviews)

Onboarding Program – Key Components ONBOARDING AND RETENTION  Articulate the Company's purpose, vision, and values Explain job accountabilities and how new hire's role fits into the company Periodically check-in with new hires Familiarize new hire with all team members and other departments' members  Set goals and follow-up on progress of goals  Integrate new hires into the company culture Provide new hire with information to quickly become productive in their role Share organizational goals

Pre-Onboarding Ensure all necessary equipment has been ordered and work space is ready on day 1 Prepare first week Agenda Team is informed and prepared to welcome the new hire New hire has been informed of all relevant documents needed for day 1

Day 1 Greet the new hire, explain the Company purpose, vision, culture, values, and organizational goals Take new hire on a tour of the office space/building/parking Go over the job description, expectations of the role, and how the job impacts the business

Week 1 Discuss short-term and long-term goals and objectives Attend relevant team meetings Schedule weekly one-on-one meetings for the first 30 days Celebrate successful completion of first week 

30 Days Ensure new hire understands Company purpose, vision, culture, and values Confirm new hire understands their role and how their role fits within the Company New hire will have met everyone on the team Performance coaching - set 60 day goals

60 Days Performance coaching - discussion of achievement of 60 day goals and setting of 90 days goals Refresher on information shared in the first 30 days and confirm any additional training needs Continue introducing new hire to key people and bring him/her to relevant Company meetings and/or events

90 Days Performance coaching - review 90 day goals Continue giving new hire assignments that are challenging yet achievable  90 day celebration and lunch 

6 Months Conduct mid-year review - discuss achievements, areas of opportunity, and leader support Confirm new hire understands their role and how their role fits within the Company Create an opportunity for new hire to attend or be involved in an activity within the Company

One Year Celebrate one year anniversary Discussion of achievements and challenges over the last year Plan goals and learning and development opportunities for the upcoming year

Next Steps Gather data on the number/percentage of new hires that are employed after one year Review your current onboarding program and solicit feedback from recent hires regarding their onboarding experience Redesign or enhance onboarding program

QUESTIONS?

Contact Us HOW WE CAN HELP YOU WEBSITE AND SOCIAL MEDIA TELEPHONE LOCATION Website: http://humankindhr.com Facebook: http://facebook.com/humankindhr LinkedIn: http://www.linkedin.com/company/humankind-hr 3500 Oak Lawn Avenue Suite 375 Dallas, TX 75219 Direct: 214-437-9195

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