successful onboarding: welcome aboard!
TRANSCRIPT
Successful OnboardingWELCOME ABOARD!
DECEMBER 3, 2015
Presented by Molly Kelley, PHRModerated by Brandon Laws
Housekeeping Items
1. 30-minute presentation & 15-minute Q&A
2. Slides & Recording available to attendees
3. Get alerts about new events, webinars and content by subscribing at xeniumhr.com
4. 1.0 HRCI Credit available. Email [email protected] to get certificate
Meet your presenter, Molly.• Sr. HR Business Partner at Xenium
HR• Works with various small and
medium sized businesses across many industries
• Trainer for Xenium clients and guests
• Loves to read; frequents HBR.org and is an NPR super fan
Welcome & Agenda
Model from SHRM Foundation’s Onboarding Employees:
Maximizing Success Report 2010
Compliance
Connection Clarification
Culture
www.XeniumHR.com
ChallengesMost Organizations –
• Place low value on successful onboarding• Resist an investment of time, resources and planning• Fail to train their management team on the value of onboarding• Start onboarding with orientation, not from recruitment
Most Onboarding Programs –
• Focus on administration vs. engagement• Fail to tie program to organization mission and goals
www.XeniumHR.com
Welcome AboardCOMPLIANCE
Nuts and Bolts• New hire/onboarding checklist• Tour (don’t forget to address offsite
locations)• Organizational chart/who’s-who• Departmental responsibilities• Standard Operating Procedures
(expense reports, timecards, vacation requests, payroll access, etc.)
• Benefits summary and contacts along with enrollment timeline (and ACA required document)
www.XeniumHR.com
Welcome AboardCLARIFICATION FROM
HIRING MANAGER
Setting ExpectationsWhat makes up Performance?
WHATShould be done by when = Objectives, Goals
HOWIt should be done = Behaviors
Together these define your Performance Expectations
www.XeniumHR.com
Relationship BuildingCheck-in / Coaching Meetings:• Weekly 1 on 1 Meeting• Establish Motivators• Current Projects and Priorities with
Status Updates• Accomplishments and Successes• Challenges, Gaps or Need for
Additional Training
www.XeniumHR.com
Training PlanTo Accomplish Goals, Managers Should -
• Review the job description to develop a detailed training plan• Establish training experts and accountabilities within existing team• Engage the team in the training plan – development opportunity• Build in opportunities for self-directed training and empower your
trainee• Create and adhere to a training feedback loop• Make it fun!
www.XeniumHR.com
Coaching & FeedbackTypes of Feedback:Positive – reinforce good behavior, accomplishments (be generous)Constructive – intended to change behavior (be proactive)
Be SAFE with your feedback -Specific - tied to task
Appropriate – public or private?
Frequent & Timely – proactive v. reactive
Encouraging – builds on strengths
www.XeniumHR.com
Welcome AboardCULTURE
CultureHow would current employees describe company culture?
• Consider developing culture commitments/understanding
• Ensure those norms are understood and LIVING BREATHING commitments
• Authentically address culture challenges/gaps• Ask for observations and input - no one sees
your culture more clearly than your new hires
www.XeniumHR.com
Managers as Culture Leaders
Manager-Employee relationship is crucialBe a “servant leader”• Be approachable – face time with employees is
important• Listen with the intent to understand • Ask them – “How am I doing as your manager?”• Involve them in solving problemsRelationship leads to retention – employees often don’t quit organizations, they quit their manager
www.XeniumHR.com
Welcome AboardCONNECTION
Mentoring Programs– Assigned or organic relationships– Structured or informal– Provides career opportunities that will encourage personal and
professional growth and improve job performance– Career development, networking, coaching source or another
managerial perspective– Serves as an opportunity to build relationships with other
colleagues and across all teams and departments
www.XeniumHR.com
Team Building• What works? What doesn’t?• Formal? Informal?
– Starts in the onboarding process – group size should not exceed 12 new hires
– Offsite departmental activities (cooking class, wine tasting, etc.)
– Onsite company-wide/departmental activity (scavenger hunt, client/customer trivia, icebreakers)
www.XeniumHR.com
Tips & Reminders for Managers– Align employee and team goals with organizational goals– Lead by example by exhibiting trust building behaviors to create solid working
relationships– Allocate time for development and coaching– Find out what motivates your people and consistently recognize people for their
contributions– Onboarding efforts are most successful when driven by more than one teammate, but led
by the employee’s manager– Find a buddy/mentor– Get to know your folks– Utilize the four C’s – compliance, clarification, culture, connection
www.XeniumHR.com
Questions?Enter your question for Molly into the chat window on the gotowebinar panel
www.XeniumHR.com
Thank you!
www.XeniumHR.com
Articles, Whitepapers &
other free content at
xeniumhr.com/blog
Podcasts on iTunes, or visit
xeniumhr.com/podcast
Webinar recordings at xeniumhr.com/webinars
General Email:[email protected]
Molly:[email protected]
Brandon: [email protected]