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Develop a Comprehensive Onboarding Plan

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

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Contributors

  • George Bradt, Executive Onboarding Expert, Chairman PrimeGenesis
  • Shara Gamble, Director, Human Resources, TAMKO
  • Chris John, Consultant, HR Client Relations, DTE Energy
  • Shaun McBride, Director of Global HR Services, McCain Foods
  • Melissa Nurse, HR Representative, Black & McDonald Limited
  • Flora Pasini, VP, Human Resources, Altus Group
  • Sharon L. Scibek, SPHR, VP, Human Resources, Capital Financial Group, Inc.
  • Doris Sims, SPHR, The Succession Consultant, and Author, Creative Onboarding Programs
  • Debra Wooten, Talent Manager, Walton County Tax Collector

Your Challenge

  • Onboarding is often confused with orientation and given only superficial treatment.
  • Managers play a critical role in onboarding. HR must ensure that managers understand and are prepared to onboard new hires.
  • Due to the key role that managers play, new hires’ onboarding experience is often inconsistent across the organization.

Our Advice

Critical Insight

  • Onboarding starts when the candidate accepts the job offer. It should be a continuation of the candidate experience.
  • As with the candidate experience, embed the employee value proposition throughout onboarding to build on new hire enthusiasm and commitment.

Impact and Result

  • Implement an onboarding program that addresses all three critical components – orientation, performance management, and development – over a series of months.
  • Work with managers to ensure that they are aware of their critical role in onboarding and to ensure a consistent onboarding experience across the organization.

Research & Tools

1. Assess current onboarding efforts

Understand the organization’s internal data and the effectiveness of the current program.

2. Design a plan to acclimate new hires

Plot administrative items and company communications.

3. Guide employees through performance management

Modify the new-hire performance management process and standardize to ensure manager compliance.

4. Develop employees for success

Identify remaining organizational and department development opportunities to support individual development.

5. Implement and communicate the new onboarding program

Assign onboarding program responsibilities and develop an action and communication plan before launching the program.

Guided Implementations

This guided implementation is a six call advisory process.

Guided Implementation #1 - Assess current onboarding efforts

Call #1 - Review rationale for doing the project and discuss the effectiveness of the current onboarding program.

Guided Implementation #2 - Design a plan to acclimate new hires

Call #1 - Discuss methods of organizing administrative tasks, identify key company information, and design activities to socialize new hires.

Guided Implementation #3 - Guide employees through performance management

Call #1 - Review the three components of the new-hire performance management process and how to modify them to meet the needs of your organization.

Guided Implementation #4 - Develop employees for success

Call #1 - Review the new-hire development process and how to support managers through each activity.

Guided Implementation #5 - Implement and communicate the new onboarding program

Call #1 - Review communication plan and program implementation.
Call #2 - Follow up on project metrics.

Onsite Workshop

Discuss This Workshop

Book Your Workshop

Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Assess Current Onboarding Process

The Purpose

  • Identify current practices within the onboarding program.
  • Assess the needs of employees and employers.
  • Define the problem and opportunities to address it.

Key Benefits Achieved

  • Evaluation of the current program and gaps that need to be addressed.
  • Understanding of the challenges faced by the organization and new employees.

Activities

Outputs

1.1

Brainstorm current onboarding challenges.

  • Identified current onboarding challenges.
1.2

Map the current onboarding process.

  • Illustrated the current onboarding process.
1.3

Confirm employer needs.

1.4

Identify employee needs.

  • Defined employer and employee needs.
1.5

Define the problem statement.

  • Determined problem statement.
1.6

Identify gaps in the onboarding process.

  • Outlined current onboarding process and identified gaps.

Module 2: Develop an Onboarding Program

The Purpose

  • Identify key onboarding activities.
  • Ensure onboarding aligns to and supports the employee value proposition (EVP).
  • Create effective and impactful socialization initiatives to best acclimate new hires.
  • Form the new hire performance management process.

Key Benefits Achieved

  • Onboarding program optimized.
  • Acclimate and guide activities for new hires identified.
  • Clear onboarding guidelines for managers created.

Activities

Outputs

2.1

Examine EVP alignment with onboarding.

  • Highlighted EVP alignment in the program.
2.2

Update administration activities.

  • Recorded administration tasks required.
2.3

Identify company information key elements.

2.4

Brainstorm socialization activities.

  • Identified new acclimate activities.
2.5

Identify new hire performance management guidelines.

  • Defined guide activities.

Module 3: Create an Action and Communication Plan

The Purpose

  • Select relevant development methods for new hires.
  • Prepare for the new onboarding program launch.

Key Benefits Achieved

  • Establishment of core development practices for new staff.
  • A plan to implement the revised program throughout the organization developed.

Activities

Outputs

3.1

Review development needs to support new hire success.

  • Appraised development needs.
3.2

Identify high-impact development initiatives focused on new hires.

  • Selected new develop activities.
3.3

Identify timing and responsibilities.

  • Assigned timing and responsibilities.
3.4

Review and customize supporting tools.

  • Customized supporting tools.
3.5

Create an action and communication plan to prepare to launch new program.

  • Created action plan.