Onboarding New Hires Stretching It Out Kristen Dodge

Onboarding New Hires: Stretching It Out Kristen Dodge Learning Director Copyright © 2018 by The Hartford. Confidential. For internal distribution only. All rights reserved. No part of this document may be reproduced, published or posted without the permission of The Hartford.

Discussion Objectives • Relate the importance of an extended onboarding experience to improved retention. • Identify how an extended onboarding experience positively impacts career development • Review Ignite curriculum and program data Copyright © 2018 by The Hartford. Confidential. For internal distribution only. All rights reserved. No part of this document may be reproduced, published or posted without the permission of The Hartford.

Brainstorm • • If I were to improve our onboarding experience I would…. . If our onboarding was more effective our people would…. If I could create the ideal onboarding program, the content would include… A strong onboarding experience for new employees is critical to achieve our key business results of…. Copyright © 2018 by The Hartford. Confidential. For internal distribution only. All rights reserved. No part of this document may be reproduced, published or posted without the permission of The Hartford.

IGNITE Purpose IGNITE continues to support the goal of increased retention and lateral movement and career development. The program audience is new to role individual contributors between 6 months and 1 year since date of hire. During this face to face career-launching experience, participants learn about the company, our products, the importance of our social media presence, and the career opportunities within their department and across the company. Copyright © 2018 by The Hartford. Confidential. For internal distribution only. All rights reserved. No part of this document may be reproduced, published or posted without the permission of The Hartford.

Ignite Curriculum • • • Career Development Programs Corporate Branding Strategy Cross Functional Career Opportunities Department Structure Key Corporate and Department Initiatives Social Media Presence Copyright © 2018 by The Hartford. Confidential. For internal distribution only. All rights reserved. No part of this document may be reproduced, published or posted without the permission of The Hartford.

Retention related to IGNITE Participation Employees hired 01. 2015 through 12. 31. 2017 Of the 895 who took IGNITE 44% 21% 79% Of the 875 who did NOT take IGNITE No longer with The Hartford Retained Employee 56% Copyright © 2018 by The Hartford. Confidential. For internal distribution only. All rights reserved. No part of this document may be reproduced, published or posted without the permission of The Hartford.

IGNITE Career Movement Employees hired 06. 01. 2014 through 09. 30. 2017 Of the 825 who took IGNITE Of the 1417 who did NOT take IGNITE 41% 48% 52% Movement No Movement 59% Copyright © 2018 by The Hartford. Confidential. For internal distribution only. All rights reserved. No part of this document may be reproduced, published or posted without the permission of The Hartford.

Level 1 End of Class Survey Results The training was a worthwhile investment in my career I am able to locate appropriate Career and Talent Development resources I would recommend this course to others 90 91 92 93 94 95 96 97 98 99 100 Copyright © 2018 by The Hartford. Confidential. For internal distribution only. All rights reserved. No part of this document may be reproduced, published or posted without the permission of The Hartford.

Learner 60 Day Follow-up Survey Results As a result of this training I have explored additional Claim career opportunities As a result of this training I am more aware of my next opportunity within the claims department The IGNITE program has made me aware of my potential career path in Claims I have been able to use the skills I learned in class 0 10 20 30 40 50 60 70 80 90 100 Copyright © 2018 by The Hartford. Confidential. For internal distribution only. All rights reserved. No part of this document may be reproduced, published or posted without the permission of The Hartford.