Onboarding to
Improve Retention
LAURENCE YAP
Former Sr Manger of L&OD, PayPal APAC
7th June 2012, Hilton Singapore
 Rentention in current workplace
 Onboarding Model according to Gallup 12M
 Onboarding Process in 5 organizations
 Fou...
Gallup & Employee Engagement
Based on 30 years of in-depth research
Involved more than 17 million employees
33% 49% 18%
After 1 year on the job….70% of U.S
Onboarding Examples
Training Organization satisfaction rate
 About 80% of respondents are satisfied with Training offered in Carsem
%
85.06
8...
Exceeded expectation
Employee Survey 2008 Carsem
Above 80 pc.
•Before OnboardingPreonbaording
•Corporate Level
Corporate
Onboaridng
•Department Level
Department
Onboarding
•Beyond OnBo...
Carsem Example
Performance Model
Tool A: Performance Analysis
表现分析
Tool B: Performance Analysis
表现分析
Pre-boarding
3. Do you get the opportunity to do what you do best
every day?
Do you hire the right people, using their str...
Corporate On Boarding
1. Do you know what is expected of you at work?
Expectation of employees, culture, values, conduct, ...
Department On Boarding
1. Do you know what is expected of you at work?
3. Do you get the opportunity to do what you do bes...
Post On-Boarding
4. Did someone recently give you recognition or praise for doing good
work?
2. Do you have the materials ...
Additional Tips
1. Do You Make Your New Hires Feel Welcome?
2. Do You Inspire Pride?
3. Do You Help New Hires See the Big ...
1. Do I know what is expec
me of me at work?
Onboarding: Mission and Vision
5 Days Komag Collge
MD, Director, HOD meet
new employees
MD explained corporate
vision and ...
Onboarding: Expectation (60 days)
Onboarding: Expectation (60 days)
Onboarding: Expectation (60 days)
Onboarding: Expectation (60 days)
2. Do I have the materials and equipments
I need to do my work right?
Tools & Equipment: Training/Mentoring
Leadership Training/Bonding
• Bonding among the new supervisors
• Practical Leadership Skills
• Fun learning environment
•...
Leadership Training/Bonding
Leadership Training/Bonding
Positive Thinking
3. At work, do I have the opportunity to do
what I do best every day?
Meeting the Employées Regularly
Identify Your Strengths &
Development Needs
Strength-based Management
200 Hours
Strength –Best in Class (80%)
Weakness – Mediocre (20%)
Personality Plus
4. In the last 7 days, have I received
recognition for doing good work?
Leadership Training
Pay Attention
• Walk around
• Show care
• Notice right and significant things – Coupon
• Listen with your senses
• 5 days ...
Personal Recognition
• Know what they like, their needs and interests
• Personalize: Special, meaningful, and
memorable
Tell the Story
• must tell the story on how the
person was able to perform exemplarily
• Breakfast (aida) and Shamlee (roo...
Celebrate Together
• Public ceremony
• Lunch and dinner treats
5. Does my supervisor, or someone at work,
seem to care about me as a person?
Onboarding: Mission and Vision
Leaders Meeting People
Listening Skills
• Use listening skills to engage employees
Guidelines
1. Questions – 5W1H
2. Body Language and Posture
3. Sincerity
Avoid
1. Judgment
2. Topper
3. Advising
Exercise
• Grouping: Hobbies, Best Friend and Traveling
Experience
Get to Know Your Colleagues
• 15 minutes - Your Partner First
Name Birthplace Hobbies Food Drink HP
Laurence
Yap
Sabah Tra...
6. Is there someone at work
who encourages my development?
Meeting the Employées Regularly
50% of the your time should be
directed to coaching
54
50%
Daily Coaching
Activity
Approximate
Hours Per Week
1-on-1’s 14....
Creating a Development Plan
Identify Your Strengths &
Development Needs
7. At work, do my opinions seem to count?
Meeting the Employées Regularly
Opinions
• What do you think?
• Build Ideas
• Flexible in Approaches, not goals
• Ownership
8. Does the mission/ purpose of my
company make me feel my job is
important?
people
knowledge
innovation
People
We care about people and the role of work in
their lives.
– We respect all of our people as individuals,
enabling a...
People
We care about people and the role of work in
their lives.
– We recognize everyone’s contribution
to our success.
– ...
Onboarding: Mission and Vision
5 Days Komag Collge
MD, Director, HOD meet
new employees
9. Are my co-workers committed
to doing quality work?
Meeting the Employées Regularly
10. Do I have a best friend at work?
Team Activities
• Celebration
• Outing
• Mentor
• Treat them like friends
11. In the last 6 months, has someone at
work talked to me about my progress?
Performance Appraisal – 6 months
12. This last year, have I had opportunities
at work to learn and grow?
Training, E-Learning, Coaching
Training, E-Learning, Coaching
Thank You
Contact
Laurence Yap Tung Siong
Contact: +6016-2080096 (Mobile)
Email laurence.yap@gmail.com
Linkedin http://www.linkedin/...
On boarding process version 4
On boarding process version 4
On boarding process version 4
On boarding process version 4
On boarding process version 4
On boarding process version 4
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On boarding process version 4

  1. 1. Onboarding to Improve Retention LAURENCE YAP Former Sr Manger of L&OD, PayPal APAC 7th June 2012, Hilton Singapore
  2. 2.  Rentention in current workplace  Onboarding Model according to Gallup 12M  Onboarding Process in 5 organizations  Four Phases of OD in Gallup Context  Pre-onboarding  Corporate onboarding  Dept onboarding  Post onboarding  Summary
  3. 3. Gallup & Employee Engagement Based on 30 years of in-depth research Involved more than 17 million employees
  4. 4. 33% 49% 18% After 1 year on the job….70% of U.S
  5. 5. Onboarding Examples
  6. 6. Training Organization satisfaction rate  About 80% of respondents are satisfied with Training offered in Carsem % 85.06 82.65 82.09 82.33 83.53 81.12 40.00 45.00 50.00 55.00 60.00 65.00 70.00 75.00 80.00 85.00 90.00 Orientation and induction program Adequate effectiveness of training opportunities Equipment and facilities in training room Teaching materials and aids Trainers' behaviour and attitude Multimedia training adequate and effective %
  7. 7. Exceeded expectation Employee Survey 2008 Carsem Above 80 pc.
  8. 8. •Before OnboardingPreonbaording •Corporate Level Corporate Onboaridng •Department Level Department Onboarding •Beyond OnBoarding Post Onboarding OnBoarding Gallup Q12 Ways
  9. 9. Carsem Example Performance Model
  10. 10. Tool A: Performance Analysis 表现分析
  11. 11. Tool B: Performance Analysis 表现分析
  12. 12. Pre-boarding 3. Do you get the opportunity to do what you do best every day? Do you hire the right people, using their strength at work?
  13. 13. Corporate On Boarding 1. Do you know what is expected of you at work? Expectation of employees, culture, values, conduct, internet usgae 8. Do you feel that your job is important? Company vision, mission, inspiration, success stories, awards, contribution 10. I have a best friend at work 6. Are you encouraged to work on your (self-)development? Training Department explains training oppportunities
  14. 14. Department On Boarding 1. Do you know what is expected of you at work? 3. Do you get the opportunity to do what you do best every day? 5. Do your colleagues seem to care about you as a person? 6. Are you encouraged to work on your (self-)development? 8. Do you feel that your job is important? 10. Do you (or would you like to) consider some colleagues as friends? 12. Are you given the opportunity (time/resources) to learn and grow?
  15. 15. Post On-Boarding 4. Did someone recently give you recognition or praise for doing good work? 2. Do you have the materials and equipment you need to do your work right? 3. Do you get the opportunity to do what you do best every day? 7. Do people make your opinion count? 9. Are your colleagues committed to doing quality work? 11. Does someone care about the progress of your work?
  16. 16. Additional Tips 1. Do You Make Your New Hires Feel Welcome? 2. Do You Inspire Pride? 3. Do You Help New Hires See the Big Picture? 4. Do You Show How Employees Matter? 5. Do You Collect and Share Stories? 6. Do You Make Your Orientation Program Interesting and Interactive? 7. Are You Designing It From the New Employee’s Perspective? 8. Are You Holding Your Orientation Program When It’s Most Understandable and Beneficial? 9. Have You Broken Your Orientation Program Down Into Digestible, Bite Sized Chunks? 10. Are You Offloading As Much Information As Possible To Your Intranet? 11. Do You Have a “Mentoring Program? 12. Are You Making It Easy For New Employees to Tell You How They’re Doing? 13. Do You Help Your Supervisors and Managers Do Their Part Well?
  17. 17. 1. Do I know what is expec me of me at work?
  18. 18. Onboarding: Mission and Vision 5 Days Komag Collge MD, Director, HOD meet new employees MD explained corporate vision and mission
  19. 19. Onboarding: Expectation (60 days)
  20. 20. Onboarding: Expectation (60 days)
  21. 21. Onboarding: Expectation (60 days)
  22. 22. Onboarding: Expectation (60 days)
  23. 23. 2. Do I have the materials and equipments I need to do my work right?
  24. 24. Tools & Equipment: Training/Mentoring
  25. 25. Leadership Training/Bonding • Bonding among the new supervisors • Practical Leadership Skills • Fun learning environment • Sharing of leadership examples • Impart PayPal key values
  26. 26. Leadership Training/Bonding
  27. 27. Leadership Training/Bonding
  28. 28. Positive Thinking
  29. 29. 3. At work, do I have the opportunity to do what I do best every day?
  30. 30. Meeting the Employées Regularly
  31. 31. Identify Your Strengths & Development Needs
  32. 32. Strength-based Management 200 Hours Strength –Best in Class (80%) Weakness – Mediocre (20%)
  33. 33. Personality Plus
  34. 34. 4. In the last 7 days, have I received recognition for doing good work?
  35. 35. Leadership Training
  36. 36. Pay Attention • Walk around • Show care • Notice right and significant things – Coupon • Listen with your senses • 5 days in a year • Personal life • Be a friend
  37. 37. Personal Recognition • Know what they like, their needs and interests • Personalize: Special, meaningful, and memorable
  38. 38. Tell the Story • must tell the story on how the person was able to perform exemplarily • Breakfast (aida) and Shamlee (room)
  39. 39. Celebrate Together • Public ceremony • Lunch and dinner treats
  40. 40. 5. Does my supervisor, or someone at work, seem to care about me as a person?
  41. 41. Onboarding: Mission and Vision Leaders Meeting People
  42. 42. Listening Skills • Use listening skills to engage employees
  43. 43. Guidelines 1. Questions – 5W1H 2. Body Language and Posture 3. Sincerity
  44. 44. Avoid 1. Judgment 2. Topper 3. Advising
  45. 45. Exercise • Grouping: Hobbies, Best Friend and Traveling Experience
  46. 46. Get to Know Your Colleagues • 15 minutes - Your Partner First Name Birthplace Hobbies Food Drink HP Laurence Yap Sabah Traveling, Reading Spaghetti Chamomile Tea 0162080096
  47. 47. 6. Is there someone at work who encourages my development?
  48. 48. Meeting the Employées Regularly
  49. 49. 50% of the your time should be directed to coaching 54 50% Daily Coaching Activity Approximate Hours Per Week 1-on-1’s 14.5 Updating Metrics 3.25 Team Learning 1.00 Daily Stand-Up’s 1.25 Total 20 Hours Remainder of time should be dedicated to walking the floor, meeting with managers, and completing other supervisor tasks/projects
  50. 50. Creating a Development Plan
  51. 51. Identify Your Strengths & Development Needs
  52. 52. 7. At work, do my opinions seem to count?
  53. 53. Meeting the Employées Regularly
  54. 54. Opinions • What do you think? • Build Ideas • Flexible in Approaches, not goals • Ownership
  55. 55. 8. Does the mission/ purpose of my company make me feel my job is important?
  56. 56. people knowledge innovation
  57. 57. People We care about people and the role of work in their lives. – We respect all of our people as individuals, enabling and trusting them to meet the needs of colleagues, customers and the community. – We are committed to delivering professional service according to our high quality and ethical standards.
  58. 58. People We care about people and the role of work in their lives. – We recognize everyone’s contribution to our success. – We help people develop their careers through planning, work experience, coaching and training.
  59. 59. Onboarding: Mission and Vision 5 Days Komag Collge MD, Director, HOD meet new employees
  60. 60. 9. Are my co-workers committed to doing quality work?
  61. 61. Meeting the Employées Regularly
  62. 62. 10. Do I have a best friend at work?
  63. 63. Team Activities • Celebration • Outing • Mentor • Treat them like friends
  64. 64. 11. In the last 6 months, has someone at work talked to me about my progress?
  65. 65. Performance Appraisal – 6 months
  66. 66. 12. This last year, have I had opportunities at work to learn and grow?
  67. 67. Training, E-Learning, Coaching
  68. 68. Training, E-Learning, Coaching
  69. 69. Thank You
  70. 70. Contact Laurence Yap Tung Siong Contact: +6016-2080096 (Mobile) Email laurence.yap@gmail.com Linkedin http://www.linkedin/in/laurenceyap Blog: Journey of HRD http://www.journeyofhrd.blogspot.com Slideshare http://www.slideshare.net/eastleaf

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