Onboarding 101 Engaging Employees Right from the PreStart

Onboarding 101: Engaging Employees Right from the “Pre-Start” 1

What do your new employees experience in their first days, weeks or months? 2

What did I get myself into? 3

Wow, I made the right decision! 4

Some statistics 5

What Goes Wrong? The Company’s Contribution Unrealistic expectations Impatience for Results Failure to give corrective feedback Little help or support Source: Morgan Mc. Call, USC Business School Bright, good track record, good first impression, but. . . Selection Errors Under great pressure to quickly perform, fails to make time to learn and ask for help Well-adapted for other cultures, but not ours May not know the business or share the values Doesn’t know how the system works Doesn’t know key players The Individual’s Contribution 6

Talent Management Cycle 7 Connect the Dots Consulting

Onboarding Model Offer Accepted Setup Honeymoon Reality Adjustment Transition Gain knowledge………. build relationships…………and receive feedback Prestart Week 1 Month 2 Month 3 Month 4 Full integration into role and culture 0 months 4 months 18 months 8 Connect the Dots Consulting

Onboarding: A Working Definition Onboarding is a 3 -6 month process that begins upon job acceptance and is designed to integrate the new hire into organization; so that he/she is productive, and can function successfully inside the culture. 9

Building Your Onboarding Step 1 • Define objectives Step 2 • Identify audience(s) Step 3 • Capture the culture Step 4 • Define roles Step 5 • Build roadmaps Step 6 • Measure Connect the Dots Consulting 10

Objectives Connect the Dots Consulting 11

Which Groups Will You Include? q All associates q Leaders q External hires q Internal promotions 12

Culture’s impact on onboarding To be successful here……. . You are “new” for 3 months Listen and learn You are “new” for 2 years As long as you hit the numbers 13

Sample Culture Statements In our organization, we always… – Look for ways to innovate – Are honest and accountable for mistakes – Do something (make a decision) – Keep the right people informed and involved – Stay on top of things . . and we never… – Create surprises – never surprise leadership, coworkers, or customers – Wait for perfection – Disclose sensitive information – Are unresponsive to customers or employees – Assume our roles will stay the same 14

Everyone has a role 15

Defining Roles § § § New Leader New Associate Hiring Manager Human Resources Mentor/Coach 16

Defining Roles The three “Cs” of defining roles… • Capacity • Competency • Commitment 17

The Successful Role of HR In Leadership Onboarding What HR Does: Facilitates and guides the onboarding process How HR Does It: Integrates onboarding actions into typical internal client support In All Associate Onboarding What HR Does: Supports and monitors onboarding process How HR Does It: Uses technology and time -based check-ins to monitor progress 18

Create an Experience Connect the Dots Consulting 19

Road. Maps 20

Building Connections® • Features include: – – – Branded “landing page” Role-specific “dashboard” to process and resources One-click access to all supporting resources Surveys to track progress and measure engagement Library of resources, best-practice tools, recent research and articles • Building Connections works because: – Delivers business knowledge, tools for building key relationships, and a process for receiving timely feedback – Is focused, scalable and structured without being rigid – Creates a consistent, customized onboarding experience Connect the Dots Consulting 21

Overview of Onboarding Roles & Actions Offer letter Pre-Start • Hiring Manager places phone call to New Hire • HR sends briefing packet to New Hire • New Hire reads & reviews briefing packet Orientation Month 1 Onboarding Meetings and Plan Month 2 • Hiring Manager conduct onboarding meetings with New Hire. • Hiring Manager gives feedback and coaching on cultural fit. • HR facilities logistics and personal transition • HR facilitates feedback process • New Hire attends orientation, builds knowledge about role. • New Hire meets with key stakeholders Months 3+ • Hiring Manager supports execution of Onboarding Plan • HR provides resources and coaching • New Hire engages in and applies onboarding learning 22

Onboarding & Engagement • Capture early impressions & experiences – Week One, Month One and Transition • Data to surface: – – Understanding of the onboarding plan Connecting with the manager Role clarity Reinforcement of decision to join organization 23

What all new hires need 24 Connect the Dots Consulting

Measuring Success Connect the Dots Consulting 25

Metrics • Build metrics according to your objectives • Collect quantitative and qualitative data • Include all process partners – Hiring Managers – New Hires – HR – Mentors 26

Measuring Success • Collect data through the roadmap actions and resources • Implement surveys at key, time-based milestones to measure progress • Measure cultural fit via a multi-rater early feedback process 27

Questions and Comments 28

About CTD • Management consulting firm focused on: – Onboarding – Team dynamics – Leadership coaching • We are experts in the area of onboarding and work with a broad range of organizations and industries helping them meet their business objectives Connect the Dots Consulting 29

Connect the Dots’ News Our New Books: • Solving Employee Performance Problems, Mc. Graw-Hill – Expected release date: June, 2011, SHRM National Conference • Perfect Phrases for Onboarding, Mc. Graw-Hill – Expected release date: July, 2011 30

Presenter Erika Lamont, Partner elamont@connectthedotsconsulting. com 1. 877. 793. 8805 31