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New Employee Orientations & On-Boarding<br />Kellie Auld, CHRP/PID/CACE<br />Simply Communicating<br />
Begin at the Beginning<br />New employee Orientations & On-boarding are ‘an investment’ in <br />your company.  <br />As s...
Just the facts Ma’am<br /><ul><li>Corning Glass – 69% increase in retention (measured over 3 years)
Texas Instruments reached “full productivity” from their new hires</li></ul>  2 months earlier than before the implementat...
Need more proof?<br />According to David Lee (Principal, HumanNature@Work) changes to <br />Orientation and On-boarding pr...
The Orientation/On-Boarding process<br />According to Eric Wood, President of EnviroSense Inc., “Everything Matters. Every...
What’s the difference between an Orientation & On-Boarding?<br />The Orientation is the first few days that an employee sp...
So, what’s in the Orientation<br />Every organization has its own style and culture.<br />While there are definitely “best...
The Orientation<br />Smart organizations break orientation into “bite sized pieces” and they create an inspiring experienc...
The Orientation<br />While there are definitely aspects of the employee’s Orientation that require paperwork; structure it...
On-Boarding<br />On-boarding, as mentioned previously,  is the first 3 – 6 months an employee is in the organization.<br /...
On-Boarding<br />The level of support provided to employees after leaving Orientation also communicates an important messa...
On-Boarding<br /><ul><li> Keep in touch with your new hires as they integrate into your organization.
 Actively seek them out to find out how they’re doing</li></ul> –  AND – this point is critical <br /><ul><li> Make it eas...
On-Boarding<br />If you can integrate your employees into your organization effectively:<br /><ul><li> You will improve le...
 You will have employees that do what they were hired to do because they understand their roles
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New employee orientations

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Transcript of "New employee orientations"

  1. 1. New Employee Orientations & On-Boarding<br />Kellie Auld, CHRP/PID/CACE<br />Simply Communicating<br />
  2. 2. Begin at the Beginning<br />New employee Orientations & On-boarding are ‘an investment’ in <br />your company. <br />As soon as you have made your hiring decision, you should<br />be starting the process – even before the employee arrives.<br />Done effectively, they have been shown to increase morale, lead<br />to higher retention and also higher productivity.<br />Simply Communicating<br />
  3. 3. Just the facts Ma’am<br /><ul><li>Corning Glass – 69% increase in retention (measured over 3 years)
  4. 4. Texas Instruments reached “full productivity” from their new hires</li></ul> 2 months earlier than before the implementation of a new employee<br /> Orientation/On-boarding program<br /><ul><li>Hunter Douglas reduced turnover from a staggering 70% down to</li></ul> 16% after implementing new programs<br />Source:<br />Rebecca Ganzel, "Putting Out the Welcome Mat," Training Magazine, March 1998<br />Keith Hammonds, “Why We Hate HR,” Fast Company, August, 2005.<br />Best Employer to Work for in Australia, Hewitt Associates, 2003<br />Simply Communicating<br />
  5. 5. Need more proof?<br />According to David Lee (Principal, HumanNature@Work) changes to <br />Orientation and On-boarding processes also translated into improved attendance, increased productivity, and a reduction in damaged-goods rate.<br />At Designer Blinds, an Omaha based manufacturer of window blinds, upgrading the On-boarding process reduced turnover from 200% a year to under 8%! <br />Because of the dramatic drop in turnover, they were able to reduce<br />their recruiting budget from $30,000 to $2,000.<br />Simply Communicating<br />
  6. 6. The Orientation/On-Boarding process<br />According to Eric Wood, President of EnviroSense Inc., “Everything Matters. Every choice, every action, every communication has potential consequences.”<br />Not only does every choice have a consequence in terms of how quickly an employee gets up to speed, every choice communicates to the employee something about your organization. <br />Poorly organized, “fly by the seat of your pants” orientations say something very different about an organization than does a well organized, professionally delivered program.<br />http://www.envirosense.com/bnh.html<br />Simply Communicating<br />
  7. 7. What’s the difference between an Orientation & On-Boarding?<br />The Orientation is the first few days that an employee spends with you.<br />The On-Boarding process includes the Orientation and the ensuing 3 – 6 months of integrating into the company. <br />Simply Communicating<br />
  8. 8. So, what’s in the Orientation<br />Every organization has its own style and culture.<br />While there are definitely “best practices” to follow, your <br />particular Orientation should suit your company.<br />The Orientation is your opportunity to illustrate the <br />culture you want to create.<br />Think of the Orientation as the “Welcome to your new Home” for your employee – get everything ready BEFORE the employee arrives! <br />Simply Communicating<br />
  9. 9. The Orientation<br />Smart organizations break orientation into “bite sized pieces” and they create an inspiring experience that reassures new hires they made the right choice by coming to work for you. <br />Simply Communicating<br />
  10. 10. The Orientation<br />While there are definitely aspects of the employee’s Orientation that require paperwork; structure it in such a way that there is an opportunity to get to know the ‘person’ <br />Try to remember back to when you were new – what did you need?<br />Have a checklist and share it with the employee as you walk through it – consistency is important – each employee should have the same experience coming in.<br />Simply Communicating<br />
  11. 11. On-Boarding<br />On-boarding, as mentioned previously, is the first 3 – 6 months an employee is in the organization.<br />If you want high-functioning, engaged employees; take the time to invest in them and as research has indicated, you will receive a great Return on your Investment!<br />Think of On-Boarding as essentially “building the <br />foundation for high employee engagement” <br />Simply Communicating<br />
  12. 12. On-Boarding<br />The level of support provided to employees after leaving Orientation also communicates an important message.<br />An On-boarding process that provides new hires with a mentor and periodic check-ins sends employees the kind of message that leads to engagement and loyalty.<br />While many businesses make the claim that their people<br />are their most important asset – overlooking the importance of integrating them into the company successfully often tells a different story.<br />Simply Communicating<br />
  13. 13. On-Boarding<br /><ul><li> Keep in touch with your new hires as they integrate into your organization.
  14. 14. Actively seek them out to find out how they’re doing</li></ul> – AND – this point is critical <br /><ul><li> Make it easy for them to tell HR (or their boss) what’s on their mind. </li></ul>(This last piece speaks to your culture - the safer you make it for new employees to speak the truth and ask questions – the more likely you are to have them stay and work productively.)<br />Simply Communicating<br />
  15. 15. On-Boarding<br />If you can integrate your employees into your organization effectively:<br /><ul><li> You will improve levels of service to all of your clients (internal & external)
  16. 16. You will have employees that do what they were hired to do because they understand their roles
  17. 17. You will have employees that contribute willingly
  18. 18. You will have employees that stay because they want to
  19. 19. You will become an employer of choice</li></ul>Simply Communicating<br />
  20. 20. Here’s the Bottom Line<br />On-Boarding effectively<br /><ul><li> increases productivity
  21. 21. increases employee engagement
  22. 22. increases respect for management & the company
  23. 23. gives employees a sense of pride in the organization</li></ul>It allows you to set the standard and provides clear direction about ‘the way we do things around here.’<br />And that my friends, makes businesses healthy, wealthy & wise!<br />Simply Communicating<br />
  24. 24. Simply Communicating – Services:<br />As well as Developing & Implementing Orientation & On-Boarding programs; we also provide:<br /><ul><li> Development of Policies and Procedures (legally compliant and specific to your company)
  25. 25. HR Audits (review and report on current processes)
  26. 26. Job Analysis (for development of job descriptions or role profiles)
  27. 27. Interview tools & techniques
  28. 28. Coaching for performance improvement
  29. 29. Coaching to manage change</li></ul>Kellie Auld, CHRP/PID/CACE<br />Simply Communicating<br />
  30. 30. Simply Communicating<br />Kellie Auld, CHRP/PID/CACE<br />1987 Saskatoon Place,<br />Kamloops, BC V2E 2T1<br />250-374-9477<br />www.simplycommunicating.ca<br />http://hrscoops.wordpress.com<br />kpauld@telus.net<br />Simply Communicating<br />
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