Orientation or Onboarding Shelly Heenan Kutak Rock LLP

Orientation or Onboarding? Shelly Heenan Kutak Rock, LLP shelly. heenan@kutakrock. com

Typical Orientation

Statistics • Companies lose 25% of all new employees within the 1 st year • Nearly a quarter (22%) of new hires quit after only 45 days in their new role • Only 12% of employees strongly agree their organization does a great job of onboarding

…and more • More than half of organizations focus their onboarding on processes and paperwork • Employees who had a negative onboarding experience are twice as likely to look for other career opportunities

…and even more • Average US employer spends $4, 000 and 24 days to hire a new employee • Organizations with a strong onboarding process improve new hire retention by 82%

Typical Orientation Program • Purpose – Complete paperwork – General company information – Policies and procedures

Typical Orientation Program • Length of Program – Several hours to several days • Origination – 1 st day of employment • Orientation Facilitator/Owner – HR

Typical Orientation Program • Participants – New hires who share common start date • Content – One size fits all mentality with general content • Measurement – None to little

Typical Orientation Program • Mentor/Buddy – No formal program/assignment • New Hire Checklist – Wing it • Follow-ups – No regular check in

Analysis of your Organization • Using the Onboarding Gap Analysis handout, complete the Current State column for your organization’s program

What is an Onboarding Program? • Purpose – Process not an event – Engage employees in the organization’s culture and their role – Includes Pre-Onboarding, General Onboarding, and Role-Specific Onboarding Phases

Pre-Onboarding • All the activities that take place before the 1 st day

General Onboarding • General content for all – Company history, mission, vision, etc. – Help employee relate to the mission – Policies and procedures

Role-Specific Onboarding • Acquire specific technical skills and competencies unique to their role • Observation opportunities to learn unwritten rules

Onboarding Program • Length of Program – At least 90 days and up to a year or two • Origination – Once they sign their offer letter

Onboarding Program • Facilitator/Owner – Multiprong approach – Multiple groups involved – RACI chart to outline roles and responsibilities

Onboarding Program • Participants – New employees – New to role employees – New career path employees – Consider if employees are from the same industry and length of tenure

Onboarding Program • Content – General and role specific – Customized based on employee’s history, experience and background • Measurement – Gather feedback throughout

Onboarding Program • Mentor/Buddy – Match seasoned employee with new hire – Check in once a week for 1 st month and 1 -2 times per month thereafter • New Hire Checklist – Streamlined, repeatable process to ensure same experience for all new employees

Analysis of Your Organization • Using the Onboarding Gap Analysis handout, complete the Desired State column for your organization’s program

Gap Analysis • Using the Onboarding Gap Analysis handout, identify the gap between your organization’s current and desired state

Action Plan • Using the Onboarding Action Plan handout, complete at least 3 steps/goals to address the gap

Questions This Photo by Unknown Author is licensed under CC BY-SA

Resources • • Infographic: 7 Key Employee Turnover Statistics by Kristina Martic. January 4, 2019. https: //medium. com/hr-blog-resources/infographic-7 -key-employee-turnover-statistics-135 ab 82090 b 1 10 Employee Onboarding Statistics you Must Know in 2019 by Jen Dewar. Jan 29, 2019. https: //www. saplinghr. com/blog/10 -employee-onboarding-statistics-you-must-know-in-2019 7 Tips to Design a World-Class Employee Onboarding Process by Jen Dewar. Apr 24, 2019. https: //www. saplinghr. com/blog/employee-onboarding-process ONBOARD, ENGAGE, AND DEVELOP - How Organizations Improve Effectiveness. © 2017 by ASTD DBA Association for Talent Development (ATD). ONBOARDING FOR BUSINESS SUCCESS by George Bradt and Mary Vonnegut. VOL. 34 • ISSUE 1711 • NOVEMBER 2017 What Works in Talent Development – Effective Onboarding by Norma Davila and Wanda Pina-Ramirez. ATD Press. 2018. Why Onboarding Fails. By Ryann Ellis. February 13, 2019. Td. org.