1. Creating an Onboarding Experience that Works
Jennifer Currence
MBA, SPHR, SHRM-SCP

2. Agenda What success looks like and how to achieve it
WHY: Importance of Onboarding
WHAT: 4 Components of Onboarding
HOW: Creative Solutions to Improve Onboarding
Metrics are important – cf the trend of Infographics!

3. WHY is Onboarding Important?
Job
Satisfaction
Performance
Turnover
Increases Job sat = jumpstarts interpersonal relationships
Increases Performance = job expectations, goals, clear objectives
Reduces Turnover = provides support through coaching, feedback
Source: SHRM research

4. Job Satisfaction
UrbanBound.com infograph
Source: UrbanBound.com

5. Performance
Setting Expectations now drives behavior to align with organizational goals and strategies
90-Day Goals
You teach people how to treat you becomes: You teach people how to behave in your organization

6. Turnover
4.9% unemployment rate in August 2016 – lowest since February 2008 (BLS)
25% of Americans have been in their job for less than one year (DOL)
Average cost of turnover = between 20% - 213% of an annual salary (as reported by CBS News)
Company of 250 employees 25% turnover in one year x average salary is $50,000 x 20% cost of hire
Reduce by 5%=$125,000 savings to company.
Cost of turnover includes:
Recruiter costs, loss of productivity, overworked remaining staff (+overtime), lost knowledge, training costs, interviewing costs (time)
= $625,000

7. Turnover 50% of all executives fail within 18 months
$150,000 x 213% = $319,500 per executive
Employees are 69% more likely retained at 3 years if they have a structured Onboarding program (reported by Fast Company magazine)
Reduce $319,500 by 69% = new turnover executive cost is $99,045 – a savings of $220,455.

8. Turnover $944,500 annual turnover cost to company
$625,000 employee + $319,500 executive =
$944,500 annual turnover cost to company
X 69% stay due to Onboarding program =
$292,795 new annual turnover cost
= $651,705 annual savings to company
Cost-per-Hire worksheet at
Reduce $319,500 by 69% = new turnover executive cost is $99,045 – a savings of $220,455.

9. Onboarding Goals Build relationships Teach role and expectations
Learn organizational culture
The company adds value to employees, rather than merely extracting it from them

10. WHAT: Onboarding Strategy
Compliance
Clarification
Culture
Connection
Compliance = basic legal
Clarification = understand job and expectations
Culture = formal and informal
Connection = interpersonal relationships and info networks
Source: SHRM research

11. Onboarding Strategy 30% 50% 20% Source: SHRM research
Passive = checklist
Which of these strategies is utilized most by companies?
20%
Source: SHRM research

12. HOW: 3 Phases to Onboarding
Pre-boarding
Orientation
Onboarding

13. Pre-boarding After acceptance of offer, before hire date Basic
Done online or via
Paperwork
Benefits info
Creative
Welcome packet sent to home
Company Intranet
“Get to know you” survey
I-9: - US Citizenship & Immigration Services
38% of companies use predictive behavioral assessments
Use PI index here to determine level of interaction with the employee.

14. Orientation First 1-2 days of employment Basic Complete I-9
Watch video
Set up desk
Name plate, business cards
Handbook
Harassment video
Creative
1st day plant or product basket
Customized desk accessories
Lunch with team
Welcome breakfast
Use PI index here to determine level of interaction with the employee.

15. Onboarding First 1-24 months of employment Basic SOP manual
1-on-1 training
Checklist
Regular check-ins
90-day review
Creative
Monthly lunch
Mentor
Focus groups
Pay to quit
Ask opinions
New hire survey
Zappos $2000 to quit

16. Onboarding Coaching 33% of leaders fail to establish key relationships
31% of leaders fail to align with company culture
Onboarding Coaching walks with new executive through first several months to focus on target areas:
Learn what success looks like
Understand business strategies, guiding principles, goals
Create effective teamwork and leadership skills through personal and team assessments
Safe evaluation/feedback of performance

17. Components of Onboarding Success
Tied to organizational success, strategy, goals, values
Management support – behavior, not just verbal
Written, organized plan
Customized for company, position, individual

18. Onboarding Success Short-Term Long-Term Self-Efficacy Role Clarity
Social Integration
Knowledge of Culture
Higher job satisfaction
Org. Commitment
Higher Performance
Lower Turnover
Career Effectiveness
Lower Stress

19. 1 year Assimilation: 1) Affirming 2) Beginning 3) Connecting
New employee onboarding training, New manager assimilations, Employee resource groups, day checklist
1 year Assimilation: 1) Affirming 2) Beginning 3) Connecting
2 years of: Training, Roundtables, Meetings w/ key insiders, OJT w/ line mgr, Mentoring, Site visits, Shadowing programs

20. In Conclusion… WHY: Importance of Onboarding WHAT: 4 C’s of Onboarding
Job Satisfaction, Performance, Reduce Turnover
WHAT: 4 C’s of Onboarding
Compliance, Clarification, Culture, Connection
HOW: Creative Solutions to Improve Onboarding
Pre-boarding, Orientation, Onboarding

21. Let’s Connect Jennifer Currence MBA, SPHR, SHRM-SCP