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.
  • Current onboarding practices mapped out.
1.2 Review qualitative and quantitative data, and identify gaps.
  • Internal data reviewed to further assess the existing onboarding program.
  • Areas of opportunity within the current program documented.

Module 2: Develop an Orientation Plan

The Purpose

  • Design an effective and engaging orientation plan to kick off the onboarding program.
  • Identify how onboarding supports your employee value proposition.
  • Create effective and impactful socialization initiatives to best acclimate new hires.

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 and plan to effectively manage them.
  • Administrative items mapped out.
2.2 Establish accountability for administrative tasks.
  • Accountability established.
2.3 Determine how you will communicate your employee value proposition in orientation.
  • Alignment with why employees chose to work for your organization.
2.4 Design socialization activities to engage your new hires with the organization.
  • New hires socialized.
2.5 Organize activities with key stakeholders to create a memorable welcome.
  • Mandatory and optional orientation activities identified.

Module 3: Standardize New-Hire Performance Management Process

The Purpose

  • Formalization of the new hire performance management process as a key component of onboarding.

Key Benefits Achieved

  • Creation of clear onboarding guidelines for managers.

Activities: Outputs:
3.1 Design goal setting process.
  • Review guidelines and process modified and standardized.
3.2 Design check-in guidelines.
3.3 Design formal review process.
3.4 Customize for specialized employee groups.
3.5 Define compliance process.
  • Process for ensuring manager compliance defined.

Module 4: Plan for New-Hire Development Success

The Purpose

  • Identification of key competencies for new hires. Selection of relevant development methods for new hires.
  • Selection of relevant development methods for new hires.

Key Benefits Achieved

  • Establishment and optimization of core development practices for new hires.

Activities: Outputs:
4.1 Identify key competencies.
  • Key role competencies pulled from your competency framework and job documentation.
4.2 Prioritize competencies for the first year on the job.
  • Development timeline created.
4.3 Select appropriate development methods.
  • Development methods selected.

Module 5: Implement and Communicate the New Onboarding Process

The Purpose

  • Preparation for and execution of the new onboarding program launch.

Key Benefits Achieved

  • Implementation of revised program following announcement of the program to both managers and employees.

Activities: Outputs:
5.1 Brainstorm communication plan inclusions.
  • Communication plan developed.
5.2 Customize Manager Feedback Form.
  • Feedback mechanism prepared to evaluate program success.
  • Follow-up initiatives designed.

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