Best practices for onboarding and new hire training

Best practices for onboarding and new hire training

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  Best Practices for Onboardingand New Hire Training
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  Mark Wilson Senior Directorof Learning + Performance www.linkedin.com/in/markdanielwilson ● Passionate about performance excellence ● Focused on driving and sustaining results ● Partners learning, change management, and communication into effective programs ● Lover of all dogs (especially mine)
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  Why Onboarding Matters FiveWays to Elevate Employee Onboarding and Training 01. Communicate and Engage Before They Start 02. Make their First Week Memorable and Busy 03. Build Cross-Functional Teams 04. Involve Their Managers 05. Maximize Technology Questions and Answers Agenda
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  Why Onboarding Matters
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  “Studies show thatroughly 33 percent of employees decide to stay onboard with a firm or jump ship within their first 30 days of employment.” The Importance Of Onboarding New Hires - Dummies.com “The organizational costs of employee turnover are estimated to range between 100% and 300% of the replaced employee’s salary” Technology Can Save Onboarding from Itself - Harvard Business Review “Nearly 89% of new hires said that they wanted to meet with their new manager on the first day of employment, while 83% said they had the expectation of being introduced to colleagues on their first day in order to start off on a positive note.” Why Do 28 Percent of Employees Quit in Their First 90 Days? Poor Onboarding Practices - HRDive
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  “Organizations with astrong onboarding process improve new hire retention by 82% and productivity by over 70%.” The True Cost of a Bad Hire - Brandon Hall Group “Manager satisfaction increases by 20% when their employees have formal onboarding training” The Onboarding Statistics You Need to Know - Urbanbound.com “58% of employees are likely to stay at a company for three years if they experience a great onboarding program.” The Business Case for Investing in Onboarding Programs - Paycor
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  Five Ways toElevate Employee Onboarding and Training
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  01. Communicate andEngage Before They Start
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  Why Communication isso Important ● Develop and automate a pre-employment communication plan ● Introduce them to your culture, values, and goals ● Inform them of their onboarding program and training ● Create an onboarding portal to access information and engage with others
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  02. Make TheirFirst Week Memorable and Busy
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  First Impressions Count ●Ensure their desk is ready for their first day, this should include a welcome kit with company swag ● Create a universal onboarding program that connects new associates with your mission, vision and values. Introduce new hires to the company structure and processes/models that run the business, like product development and customer support ● Create time for them to meet their manager - maybe over lunch or in a pre-scheduled one-on-one
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  03. Build Cross-Functional Teams
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  Information is Power ●Develop an observation program allowing new hires to see first hand how work gets done across the business ● Create lasting connections between employees driving future collaboration ● Informed teams create a positive client experience
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  04. Involve theNew Associate’s Managers
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  Managerial Engagement isKey ● According to Gallup, 50% of employees who quit cite their manager as the reason. ● Get managers involved with onboarding: - Make it easy Schedule and monitor activities - Make it inclusive Include managers in the definition of onboarding - Make it impactful Deliver employees who are ready to add value
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  05. Maximize Technology
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  Take Advantage ofTechnology
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  Learn how Newtonhelps seamlessly screen, offer and onboard new hires. Newton helps you manage the entire recruiting process, from job posting and interviewing to your new hire’s very first day and beyond! Contact us [email protected] Visit us www.newtonsoftware.com/demo-request
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  Questions and Answers