1. Effective Onboarding for BCHRMA Kelowna, April 3, 2012 with David Cory, M.A.

3. "Success in business today is 15% technology and 85% Emotional Intelligence.” Tom Peters Author of In Search of Excellence

4. Who is this guy, David Cory?

5. Who Are You? 1. Name 2. Role 3. Organization 4. Current Onboarding Process? 5. ‘Fun Fact’ 1 True,1 Not 6. Other?

6. Benefits to You Create greater awareness of the importance of effective onboarding Give you ideas Develop your skills Make your work/life better, more efficient, more effective and have more fun!

7. Having Difficult Conversations Using Emotional Intelligence — 7 Agenda Your Thoughts Introduction to Onboarding A ‘Best-Practices’ Approach: The Research Emotional Intelligence and Onboarding Onboarding Process Development Plan Where to go from here?

8. Your Thoughts Our current onboarding process is… The challenges that I face in improving our onboarding process are… My expectations for the day are…

9. Best Onboarding Process/Worst Onboarding Process Best or Worst Qualities Result

10. Make a Bad Impression 1. No work area. 2. No supervisor. 3. No work. 4. Leave on their own for lunch. 5. Give them a 100 page Employee Handbook. 6. No introductions. 7. Assign to a staff person who has a deadline, in three days. 8. Assign to your most unhappy, staff member. 9. Assign the employee “busy work.” 10.Start the new employee with a one or two day new employee orientation during which Human Resources personnel make presentation after presentation after presentation after presentation.

11. What is Onboarding? “Onboarding of employees is a strategic, deliberate business process to enable, facilitate, and assure that each employee is successfully immersed into the company culture, quality, and operational systems.” All Aboard: Aberdeen Group When is Onboarding?

12. Discretionary Effort Workplace Performance Percentage Effort Time Minimum Required Effort to Keep Job 30% Top Performers 80% 100% 0%

13. Having Difficult Conversations Using Emotional Intelligence — 13 “86% of all respondents agree that new hires make their decision about whether or not to stay at the company within the first six months on the job.” “Feel comfortable” “Reinforce decision” “help build company’s employment brand”

14. Having Difficult Conversations Using Emotional Intelligence — 14 Drivers of Best-In-Class Onboarding 1.New Employee Retention 2.New Employee Productivity

15. Having Difficult Conversations Using Emotional Intelligence — 15 Provide an experience that reaffirms the new hire’s employment decision Formalize an onboarding strategy Ensure that new hires are integrated into the company culture Actions to Address Drivers

16. Having Difficult Conversations Using Emotional Intelligence — 16 Formal new hire training program Pre-assign office space, supplies, and equipment Formalize a structured orientation process Gain support and buy-in from senior management Managers set clear expectations and goals for new hires Capabilities to Support Actions

17. Having Difficult Conversations Using Emotional Intelligence — 17 Employee performance management tools Assessment tools for skills, knowledge, attributes, and behaviour Tools to track HR compliance rates Tools that automate forms management Competency management tools Tools that automatically trigger email reminders and notices when status changes from applicant to employee Tools to Support Actions

18. Having Difficult Conversations Using Emotional Intelligence — 18 Tools Continued… Socialization into the company culture Provide a formal new hire training program Assignment of a mentor or a coach

19. Having Difficult Conversations Using Emotional Intelligence — 19 1.Forms and Task Automation – eliminate paperwork 2.Onboarding Orchestration – workflow, integration of data sources, electronic acknowledgements of policies, provisioning, stakeholder tools and dashboards, social networking options, e.g. chat with mentor 3.Collaborative Options – LMS/PMS – 30, 60, 90 Onboarding Technologies

20. Having Difficult Conversations Using Emotional Intelligence — 20 1.Blue collar workers will not use online onboarding 2.Takes the “human” out of HR 3.Onboarding software should integrate with ATS vs. HRIS 4.Onboarding solutions are not a priority when fewer employees are being hired Common Tech Myths

21. Having Difficult Conversations Using Emotional Intelligence — 21 1.New hire administration and labour ($317.5K) 2.Reduction in turnover costs ($7.5M) 3.Orientation and travel costs ($270K) 4.Compliance related costs ($225K) Total Hard Dollar ROI based on an employer hiring 3,000 employees per year $8,312,500 4 Key ROI Points

22. Having Difficult Conversations Using Emotional Intelligence — 22 1.Acclimate new-hires to your corporate culture, policies, benefits and more 2.Automate process workflow and management for key stakeholders 3.Integrate all relevant data and systems 4.Ensure compliance policies, laws and regulations 4 Tech Steps to Onboarding Success

23. Having Difficult Conversations Using Emotional Intelligence — 23 What would you include in your ‘dream’ onboarding program? The ‘Dream’ Onboarding Program

24. Having Difficult Conversations Using Emotional Intelligence — 24 Best Ideas from Today

25. Having Difficult Conversations Using Emotional Intelligence — 25 Thank You! David Cory, M.A., Tel: 604-224-2358 E: david@eitrainingcompany.comdavid@eitrainingcompany.com W: www.eitrainingcompany.comwww.eitrainingcompany.com