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1. Onboarding – The 5 Phase Approach(Hit Shift & F5 key to begin slide show) Successful onboarding is an intentional collaborative effort that encompasses various departments, personnel, and services across campus, all needing to work together seamlessly to welcome new employees.
It is not only a transactional process but can be transformational in building your team with its new member.
2. Onboarding – Beyond the Checklist Stressful
Sets the tone
Make or break new hire commitment
Onboarding vs. Orientation
3. Why pay attention? High cost of turn over – anywhere from 30-150% of the incumbent’s annual salary
4. Goals of Onboarding New employee can identify themselves with STO
Understand the value of their role and how it fits with the over all mission of the College
Create sense of loyalty and commitment
Provide them with the tools to be successful and strategies to navigate within their new environment
5. Five Phases of Successful Onboarding 1. From Acceptance to Start
2. First Day
3. First Week
4. First 90 Days
5. First Year
Aiming towards
Integrating
Communicating the goals & mission
Building engagement
Creating meaningful work
6. Phase I – From Day of Acceptance Devise a training plan
Assign a person from your office to coordinate process through completion
Makes a personnel contact with new employee to answer questions before they start
about the first day
what to wear, what time they should arrive, what to expect
7. Phase I – From Day of Acceptance Find a mentor/cohort to “show them the ropes”
(not a supervisor or direct competitive peer)
Introductions to key business partners (on/off campus)
Protocols and programs
Learn personal expectations – find out what new employee wants to gain from STO
Educate on culture
Help them build a professional and personal network
* Demonstrates long-term investment to the new employee
8. Phase I – From Day of Acceptance The HR Checklist (live link to checklist)
Get IT Services in place
Especially for the Gen. Y
employee – expectation!
* HR has a new process in place for getting new employees connected to email & network.
9. Phase I – From Day of Acceptance Diverse Hires
Definition – “having different needs” “different ways of processing information”, requires intentional effort
Mentor/Cohort – diverse employee
Meet with Bruce King to customize your onboarding process
Diversity: racial, age, gender, or sexual orientation be intentional in creating opportunities to network.
10. Phase II – First Day Key for supervisor to be there!
Supervisor - Introductions to dept. and building staff.
Departmental members and their responsibilities
Meet one on one or in small groups to make the process more personal
Approach introductions from a relationship building mind set.
11. Phase II – First Day Other First Day considerations:
Limit paperwork exposure
Specials arrangements for lunch
Take a campus tour – help them see STO as a community
Give them time to explore their workspace, computer, etc. – give them processing time.
12. Phase III – First Week Review job description w/Supervisor
Parse out essentials and focus on
those tasks
Discuss goals for the position
What defines success?
Assign a specific task for week one
13. Phase III – First Week From the Checklist
Departmental Procedures & Expectations
Finish or continue the campus tour
Virtual campus tour Create personal/professional connections with those who might have similar interests on campus.
This is especially important for diverse hires
14. Phase IV – First 90 Days Provide more in depth information re: organizational strategy goals, social networking and resource awareness
Increase “emotional intelligence” – acceptable behaviors
Informal performance review
Review essential duties
Assign specific goals
Ask them:
What is lacking – training, tools, etc.
Their understanding/perception of how the organization operates
Ongoing conversation
15. Phase V – First Year Formal Performance Review
Ask employee (again)
What is lacking – training, tools, etc.
Their understanding/perception of how the organization operates
16. Onboarding Killers Work station and technical services in place
No formal plan or plan coordinator in place
Onboarding is more than one day –it as an ongoing process throughout the first year
One dimensional - must be multi-dimensional
College-wide, Division, Dept., Work teams, Individual
17. Onboarding Killers Must be unidirectional
We need to gather input from new employee
what motivates them, how best to manage them
No Metrics for accountability
Time to full productivity
Retention/termination rates, error rates, ROI
Incorporation into performance appraisal process
18. Tactics Reduce isolation – create connections – professional and personal
Be genuine in the process
Find out what they want to gain from their employment here – what is their carrot
Establish trust & rapport
19. Onboarding - The 5 Phase Approach Call Human Resources if you have questions or need assistance with this process.