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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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 road map in place to complete your project successfully.
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