Five Steps to World-Class Onboarding: The Key to Turning Talent into Performance

1. Five Steps to World-Class Onboarding: The Key to Turning Talent into Performance Emily Bennington Coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job @EmilyBennington #NACE12 Facebook.com/EmilyBennington

2. My first jobs.

3. Q: According to Monster.com – what percentage of external hires are no longer with their organization after two years? I QUIT! A: 30 Q: According to the Bureau of Labor Statistics, two generations ago, the average person held SIX jobs in their lifetime. What is the average today? A: 11+ Q: According to the Bureau of Labor Statistics, what percentage of a person’s salary does it cost to replace them? A: 25% Source: Monster.com survey of 3,700 job seekers and 1,250 hiring managers.

4. When you spend a *%&^$ recruiting people, it sucks when they leave.

5. Every business must understand the shocking amount of turnover today isn’t about entitled new hires. It’s about disengaged new hires.

6. THIS IS NOT ONBOARDING!

7. Neither is this.

8. Onboarding Rule #1 Live Up to Recruiting Cycle Promises

9. Gen Y isn’t disloyal. They just want meaning. Demand

10. Don’t think your mission and value statements are enough.

11. Which company had these four “values” chiseled in marble in the main lobby of their HQ? Integrity Communication Respect Excellence

12. Introducing the shock absorber.

13. Also known as... YOU.

14. Shock Absorber #1: Don’t take a sales approach to your culture.

15. Shock Absorber #2 Help newbies manage through key “firsts” First administrative problem. First on-the-job mistake. First personality conflict. First real “win.” First time receiving negative feedback / constructive criticism. First public recognition (or failure to be recognized). First time new hire doesn’t know the answer. First company-sponsored social event. First time speaking up at a meeting. First presentation at a meeting. First client visit.

16. Onboarding Rule #2 Commit to Six Months (at least).

17. What’s the first thing that comes to mind when I say orientation?

18. This?

19. For most new hires, it’s this!

20. When Do New Employees “Break Even?” Breakeven point = Net contribution zero Contribution 1 2 3 4 5 6 7 Months After Entry Source: Michael Watkins, Your First 90 Days

21. Timeframe an Employee Makes a Decision to Stay

22. Focus on Bite-Sized Learning in Three Areas Technical Cultural Social Host one training / event in each section every quarter.

23. Survey through every step. • 1 month • 6 month • One Year Sample Questions: Do you feel the company is meeting your expectations? Are you experiencing any difficulties with our technology? Do you feel like you have the tools and resources you need? Have you outlined strategic goals with your supervisors? Do you feel you’re making progress on those goals? NOTE: Someone needs to be held accountable for this!

24. Onboarding Rule #3 Set Written, Measurable Goals.

25. Success Story: Bank of America New hires identify important successes to aim for during the first 90 days.

26. Success Story: Larson & Rosenberger, LLP Each year, employees sign an “Expectations Agreement” with four parts: 1.) Employee establishes professional goals within the firm. 2.) Employee states personal goals. 3.) Employee states how firm can help them achieve both. 4.) The firm’s expectations of the employee are outlined. Employees receive quarterly bonuses based on the achievements made toward their agreements. L&R is a medium-sized accounting firm with 60employees.

27. Keeping your keepers. (Hint: It’s not all about the money.) In a study of more than 584 employed Americans, how many hadn’t established any career goals in collaboration with their manager? 82% Source: Kelton Research / Cornerstone OnDemandEmployee Attitude Survey, 2009

28. Written goals matter because… Many complaints about underperformance really stem from two things: Unclear expectations Poor communication Without written performance standards, employees measure themselves against: Each other

29. Really wants to be in marketing New dad Seeks extra feedback Pottery lover Travel buff Looking for a mentor Hanson fan Onboarding Rule #4 Manage to the Individual.

31. Get ‘em Talking! Ask people from the start how they prefer to be managed. Explain what success looks like so your employees won’t waste time on things that don’t matter. Don’t forget that younger employees most likely have questions about career and work norms that older hires may take for granted.

32. Give Feedback In the same study of more than 584 employed Americans, how many hadn’t received any kind of useful feedback from supervisors in the last six months? 58% Source: Kelton Research / Cornerstone OnDemandEmployee Attitude Survey, 2009

33. Onboarding Rule #5 Purposefully Enhance Your Brand.

34. Culture eats strategy for breakfast.

35. Four Promises You Should Make Every New Hire 1.) You will work to develop them as people in alignment with company goals. 2.) You will give them the resources they need to do their job effectively. 3.) You will provide them with transparent and frequent communication. 4.) You will hold them accountable for clearly-defined performance standards.

36. What does this have to do with your brand?

37. “How’s the new job going?”

38. “Sales” Funnel 1.0 Prospect Client/ New Hire

39. “Sales” Funnel 2.0 Prospect Thanks to social media, your current clients / new hires are finding your future client / hires. Client/ New Hire

40. You can get all of this right but…

41. …you’ll still lose people if you don’t have what? Great managers. 2005

42. 2011

43. “The only thing worse than training employees and losing them, is NOT training and keeping them.” Zig Ziglar

44. Questions.

45. #1: Why do onboarding programs fail? No one is directly responsible. Viewed as a checklist or “orientation paperwork.” Limited management interest or involvement. Material introduced is never reinforced later.

46. What’s the fastest way to get the attention of company leadership? Proper onboarding has been proven to improve retention rates by how many percentage points? 2-6%

47. #2. What if your onboarding is global?

48. Cisco’s Onboarding program is called “Fast Start” and each new hire receives a peer sponsor (or “buddy”) as well as access to this online network of familiar faces. http://www.cisco.com/E-Learning/prod/curriculum/newhire/www/index.html

50. #3. What are some best practices for pre-start and/or day one engagement? Pre-Start Send care package. 2. Complete paperwork in advance. 3. Phone call from supervisor. 4. Fun welcome video from staff. Day One Receptionist / staff greeting. 2. Block off most / all of the day. 3. Have office supplies / cards ready. 4. Schedule lunch with colleagues. 5. Give them an engaging task / goals to meet by the end of the week.