1. Complete Employee Onboarding
(Decoding “Onboarding”) – What is it? Beyond HR paperwork!
Amanda Wilsher- EANE

2. Agenda How onboarding effects the bottom line
Approaches to onboarding (how to choose)
Understanding learning styles
Elements of a complete onboarding program
Defining priorities
Tools to help you onboard employees

3. The Bottom Line
A positive onboarding experience affects the bottom line:
Employees who have a formal onboarding experience are 58% more likely to stay with the employer for 3+ years
Up to 20% of turnover happens in the first 45 days
2 Reasons: ______________ and _______________
The average cost of replacing an employee is between
16%-20% of that employee’s annual salary
50% more productive

4. The Bottom Line Reduced turnover Commitment to the job/company
A positive onboarding experience results in:
Reduced turnover
Commitment to the job/company
Increased performance – meeting or exceeding expectations
Lower stress
Increased job satisfaction  commitment

5. Approaches to Onboarding
Passive vs. Proactive
Sink-or-Swim (not recommended)
Traditional
Serial introductions
Scheduled or checklist
Integrated

6. Executive vs. Hourly Onboarding
Executive & Management Onboarding
More interaction with other stakeholders
Strategic
Tailored approach
High risk – High cost
Focus on assimilation
Hourly Onboarding
Focus on tasks
Time-based oriented

7. Before the First Day: Clearly define roles & expectations of the job
Step 1: Review and update the position description
Step 2: Update responsibilities and tasks - WHAT
Step 3: Define expectations - HOW
Step 4: Identify your “pain” to prioritize
Step 5: Plan a schedule of learning objectives
Step 6: Set up meetings (calendar)

8. Before the First Day: Uncertainty Time Addressing Barriers
It gets easier and less time has to be
invested once you have a system

9. The Onboarding Experience
Onboarding Events (not necessarily in order, but close)
Greet the employee
Provide a tour
Introduce them to key players
Team meeting – Projects, how your new hire fits
Review job description and expectations (what & how)
Introduce them to the rest of the company
Follow up on questions
Set up a “buddy” – double benefits!
Performance feedback

10. Adjustment Period Employees who feel supported and are given regular
feedback & follow
up stay with the
Company and
perform better
Clarify learning objectives
and expectations to increase
job performance
Relationship building
to increase job satisfaction
and cohesiveness
Tip: Invite questions

11. Integration into the Company
Functional
Human Resources paperwork
IT set up and training
Facilities
Training
Cultural
Know your candidate (change in industry, company size, etc.)
Reporting structure/org chart
Meeting with company leaders
Learning about the business
Understanding how your organization does things
Expectations

12. How People Learn – Considerations for Training
Visual
Reading
Charts
Seeing in action
Kinesthetic
Touching
Doing
Simulation
Auditory
Conversations
Lectures
Shadowing

13. How Adults Learn Experience More independent Understanding the “why”
Internalization
Fear of failure

14. How Adults Learn (cont.)
From their peers
From role models (managers, company leaders)
When expectations or objectives are clear
When they are on the edge of their comfort zone
When feedback is timely & clear
When they feel supported, but also have
autonomy
When challenges are achievable and satisfying
When they can practice more than once
When necessary resources are readily available
When there is organization and structure (lack of chaos)
When learning is delivered in context, through experience
When you take their learning style into account

15. Elements of a Complete Onboarding Program – An Integrated Approach
Month 1
Acquaint
Acclimate
Engage
Initial contribution
Months
2 & 3
Feedback - 2-way street!
Praise progress
Further Engagement
More significant contribution
Month 3 to 6
Performance management
New goals
Sustain engagement
More Independent contribution

16. Elements of a Complete Onboarding Program – Manager’s Role
Set objectives
Manage performance expectations & performance
management
Train
Mentor & Coach
Role model
Facilitate assimilation into the company culture

17. Employee-Approved Onboarding Ideas: Having a schedule
Positive experience meeting other employees
Meeting the President or CEO
Welcome breakfast or lunch
Hands-on learning experiences or site visits
Employer takes care of information overload
Buddy system or onboarding ambassadors
Welcome swag (card, company hat or t-shirt, etc.)
Positive experience – low pressure and social mixed with productive meetings

18. Don’t Forget….. To have their desk clean and with supplies
IT setup with systems; training
Be on time and greet them
Introductions – meaningful
Don’t throw everything at them at once
Provide ongoing support
Use other employees to help with training

19. And….. Don’t stop evaluating your program
Ask for feedback from new hires
Exit interviews

20. Questions???
Successes??
If you don’t remember anything else about today’s webinar, remember this: employee onboarding is not a single event – it’s an on-going process (that extends to the 1-year anniversary mark). Employee onboarding isn’t rocket-science, but it does require commitment from business leaders and a time commitment, particularly up front to set a structure in place. However, once the structure is in place the only time you’ll be spending is doing the actually onboarding and any tweaks in the program to customize it.

21. Thank You for Attending! Employers Association of the NorthEast
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