OnBoarding Presentation BW generic ppt presentation from Angelas SHRM session

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So Happy to Be Here Now What?

• Success Factors for Employee On-Boarding

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BlessingWhite Who We Are
A global training and consulting firm dedicated
to creating sustainable high-performance
organizations

• Leadership Culture
• Aligning Engaging Employees
• Coaching Teams

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Whats in a name?

• Induction
• Orientation
• On-boarding
• Has only the name changed?

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Is Your Organization Adequately Investing In
Onboarding?

• How many of you
• believe that your on-boarding is sufficiently
  funded?
• believe that your on-boarding is fully aligned?
• see opportunities for improvement?

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On-boarding Impacts ROI

• Nearly an average of 16,000 per employee CIPD
• Attrition of teachers in public schools in the US
  reaches 4.9 billion every year Alliance for
  Excellent Education
• 13,355 per full-time private-sector worker in
  2004 Employment policy foundation
• Cost of failure nearly 24 X base salary -
  Michael Watkins
• 30 percent of annual salary for hourly paid
  employees - Cornell University
• 1.5 times annual salary- Saratoga Institute and
  Hewitt Associates

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Current Performance

• Only 39 of managers satisfied with integration
  efforts RHR Consulting
• Only 56 of employees feel their managers have a
  good knowledge of what they do and provide for
  the use of their unique talents.
  Blessing White
• An average of 50 of newly hired executives quit
  or are fired within their first three years
  Harvard Business
  School
• 89 of new hires dont have knowledge needed to
  hit the ground running AIRS
• 46 of newly-hired employees will fail within 18
  months, while only 19 will achieve unequivocal
  success Leadership IQ

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Whats the goal?
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The Challenge of the New Job
Employee Needs - all over the map

• To find a parking spot, (routine)
• To make a good impression
• To be affirmed - they chose a good
  place(Company and Culture information)
• Manager Information who do I work for? Can I
  trust? How will I be treated when I make a
  mistake?
• Whats my job? How can I use my talents to be
  successful?

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What are people looking for?
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How can we improve?
Source Corporate Executive Board
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What employees say

• On-boarding was great, but then I went to my
  work area and realized none of that mattered now
• More by luck that someone settles in
• No clear idea of whats needed in the role
• My manager was so busy, I didnt even see him
  until my second week on the job
• My peer Buddy handed me four product manuals,
  and told me to start reading After two days of
  that wondered what have I done taking this job?

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The 4 levels of On-boarding
The Job
The Fit
The Affirmation
The Basics
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Level 1 The Basics

• Welcome Wagon
• Satisfies legal/HR Needs
• Benefits enrollment/paperwork
• Overview of the organizational chart
• Company video
• Product/Services overview
• Computer training

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Level 2 The Affirmation

• A fun experience
• Exposure to executives
• Party favors
• The tour was great
• Good first impressions
• Introduction to others/network building

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Level 3 The Fit

• Mission/vision/values overview
• Learning Maps understanding your business
• Model the culture you aspire to
• Customer testimonials
• Clarify work conditions/unspoken rules of the
  road
• Job specific functionspecific info

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Level 4 The Job

• Put managers employees at the center
• Goal strategy alignment
• Build the foundation for essential relationship
• Seek ways to shorten the learning curve
• Expand your reach redeployment and beyond

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Three players must be involved!

• The manager
• The organization
• The employee

Employee
Manager
Organization
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The Line Manager
The critical role in integrating direct reports!

• Drives the process
• Builds the relationship
• Focuses on dialogue
• Shares priorities and expectations early in the
  process

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The Employee

• Takes responsibility
• Seeks clarity
• Takes action

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Evidence for Relationship Building
I know my manager.
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Manager-Employee Relationship

• How are we going to work together?
• My style, your style
• Background, common ground
• Both seeking a flawless start-up
• What do we really expect from each other?

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What can I do today/tomorrow?
Assess your On-Boarding Approach

• Which Level does your program spend the most time
  in?
• What is the best idea you are currently
  implementing?
• What is one new idea you could implement which
  would have the biggest impact?

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Companies that can reduce the on-boarding time
will find themselves at a competitive advantage
because employees will reach full productivity
sooner, will have higher morale and will be more
likely to stay on the job.

• Derek Moscato, HR Magazine,
• April 2005

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Questions?
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Thank You!

• Angela Hills
• BlessingWhite, Inc.
• AngelaH_at_bwinc.com
• 312.755.0129 ext. 8175

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