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.
  • 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.

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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