Develop a Comprehensive Onboarding Plan

Drive employee engagement and retention with a robust program that acclimates, guides, and develops new hires.

Onsite Workshop

An ineffective onboarding program leads to:

  • Disengaged new employees; premature departure.
  • Stalling new hire's enthusiasm and acclimation to the organization.
  • Slower new hire ramp-up to productivity.
  • Loss of revenue due to unproductive new hires and length of training.

A comprehensive onboarding program leads to:

  • Early organizational identification, socialization, and job clarity for new hires.
  • Greater new hire enthusiasm and engagement.
  • Quicker ramp-up to productivity.
  • Saved and earned revenue from quicker ramp-up and better productivity.

Module 1: Assess Current Onboarding Efforts

The Purpose

  • Identify current practices within the onboarding program.

Key Benefits Achieved

  • Awareness of the current program and where there are gaps or weaknesses that need to be addressed.
  • Comprehensive understanding of the challenges currently being faced by the organization as a result of current onboarding practices.

Activities: Outputs:
1.1 Map out current onboarding practices.
  • Mapped out current onboarding practices
1.2 Update the onboarding timeline
  • Reviewed internal data to further assess the existing onboarding program and documented the areas of opportunity within the current program

Module 2: Develop an Orientation Plan and Standardize the New-Hire Performance Management Process

The Purpose

  • Design an effective and engaging orientation plan to kick off the onboarding program.
  • Identify how onboarding supports your Employee Value Proposition (EVP).
  • Create effective and impactful socialization initiatives to best acclimate new hires.
  • Formalization of the new hire performance management process as a key component of onboarding.

Key Benefits Achieved

  • Orientation process optimized.
  • Effective socialization initiatives for new hires developed.
  • Clear onboarding guidelines for managers created.

Activities: Outputs:
2.1 Brainstorm orientation challenges.
  • Mapped out administrative items
2.2 Establish accountability.
  • Established accountability
2.3 Identify your employee value proposition.
  • EVP aligned with why employees chose to work for your organization
2.4 Design socialization tasks.
  • Socialized new hires
2.5 Organize activities with stakeholders.
  • Mandatory and optional orientation activities identified
2.6 Design goal-setting process.
  • Review guidelines and process modified and standardized
2.7 Design check-in guidelines.
  • Informal check-in approach assessed and modified
2.8 Design formal review process.
  • Modified and standardized the review process
2.9 Customize for specialized employee groups.
  • Planned to address the needs of unique employee groups in the organization
2.10 Define compliance process.
  • Defined process for ensuring manager compliance

Module 3: Plan for New-Hire Development Success and Implement and Communicate the New Onboarding Process

The Purpose

  • Identification of key competencies for new hires.
  • Selection of relevant development methods for new hires.
  • Preparation for and execution of the new onboarding program launch.

Key Benefits Achieved

  • Establishment and optimization of core development practices for new hires.
  • Implementation of revised program following announcement of the program to both managers and employees.

Activities: Outputs:
3.1 Identify key competencies.
  • Pulled key role competencies from your competency framework and job documentation
3.2 Prioritize competencies for the first year on the job.
  • Created a development timeline
3.3 Select appropriate development methods.
  • Selected development methods
3.4 Draft the communication plan.
  • Developed communication plan
3.5 Customize manager feedback form.
  • Tailored manager feedback form

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