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.

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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.

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