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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An ineffective onboarding program leads to:
- Disengaged new employees; premature departure.
- Stalling new hire's enthusiasm and acclimation to the organization.
- Lack of clarity and compliance with role-specific and organizational processes.
- Loss of revenue due to unproductive new hires, administration costs, and length of training.
A comprehensive onboarding program leads to:
- Early organizational identification, socialization, and job clarity for new hires.
- Greater new hire engagement and performance.
- Reinforced culture and employee value proposition.
- Faster time to productivity for new hires.
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Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.
Book NowModule 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: | |
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| 1.1 | Review insights and findings from data. |
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| 1.2 | Brainstorm current onboarding challenges. |
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| 1.3 | Map current onboarding and identify gaps in the acclimate, guide, and develop stages. |
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| 1.4 | Identify employer and employee needs. |
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| 1.5 | Define the purpose statement. |
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| 1.6 | Define goals and metrics for onboarding. |
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| 1.7 | Review and prioritize gaps for the acclimate stage. |
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| 1.8 | Brainstorm and update administrative activities and resources. |
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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 | Identify key company information for the acclimate stage. |
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| 2.2 | Brainstorm socialization activities and resources. |
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| 2.3 | Review and prioritize gaps for the guide stage. |
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| 2.4 | Identify new hire performance activities in the guide stage. |
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| 2.5 | Review and prioritize gaps for the development stage. |
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| 2.6 | Identify high-impact development initiatives. |
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| 2.7 | Determine tools and resources need for the development stage. |
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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 | Add new activities into process map with swim lanes. |
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| 3.2 | Review and update the onboarding map. |
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| 3.3 | Create onboarding checklists. |
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| 3.4 | Create an action plan. |
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