Onboard New Hires for Ramp-up & Retention
Commit to onboarding to drive performance and reduce turnover.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.An incomplete onboarding program causes:
- Slow time to productivity.
- Manager and new-hire frustration.
- Higher occurrence of new hire errors.
- Higher turnover within an employee’s first six months.
An effective six-month onboarding program causes:
- Faster time to productivity.
- New hire buy-in to the organization.
- Better integration into the organizational culture.
- Increased engagement and morale.
- Decreased turnover, which means saved costs.
Book Your Workshop
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.
Module 1: Workshop Preparation
The Purpose
- To collect data.
- To determine stakeholders to be involved in workshop.
Key Benefits Achieved
- Data is holistic and well-understood, and comes from multiple sources.
- The correct stakeholders are identified and are free to participate in the workshop.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Collect data from relevant sources. |
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| 1.2 | Identify key stakeholders and ask for their participation. |
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Module 2: Make the Case for an Onboarding Program and Assess Adminstrative Requirements
The Purpose
- To understand the rationale for, and benefits of, a longer onboarding process.
- To be aware of your current onboarding program’s gaps.
- To begin planning out the administrative requirements associated with onboarding.
Key Benefits Achieved
- Ability to get buy-in from stakeholders is gained.
- Gaps identified so that improvement is possible and accurately defined.
- Accountability and onboarding tasks are identified.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Make the case. |
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| 2.2 | List current onboarding activities. |
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| 2.3 | Analyze data to assess current program. |
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| 2.4 | Learn about administrative components of onboarding. |
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| 2.5 | Brainstorm administrative tasks. |
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| 2.6 | Use RACI chart to assign accountability |
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Module 3: Plan the Orientation Program and Create Training for Quick Ramp-Up Time
The Purpose
- To determine how success of project will be measured.
- To plan the orientation program.
- To plan training initiatives.
Key Benefits Achieved
- Program becomes measurable and thereby easier to assess ROI.
- Orientation program is fully developed.
- Training programs are fully developed.
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Select project metrics. |
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| 3.2 | Plan orientation activities. |
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| 3.3 | Brainstorm orientation blockers. |
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| 3.4 | Map out orientation schedule. |
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| 3.5 | Review training best practices. |
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| 3.6 | Create a training timeline for new hires. |
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| 3.7 | Start, stop, continue, to improve new hire training. |
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Module 4: Address Performance Management Needs
The Purpose
- To understand new-hire performance management needs.
- To create the new-hire timeline to begin setting organization-wide performance expectations.
Key Benefits Achieved
- Performance management expectations understood.
- Shared understanding of new hire needs and onboarding expectations.
| Activities: | Outputs: | |
|---|---|---|
| 4.1 | Discuss the role of performance management in onboarding. |
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| 4.2 | Review performance management at your organization. |
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| 4.3 | Draft new hire timeline. |
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