Onboarding:The Road to Long-term Success
Let’s start at the very beginning…
What is onboarding?What isn’t it?
It’s NOT a one-day event.
It’s a process.
It starts before the start.
And continues for 30…60..90…365 days.
It’s focus is NOT only about what the new hiredoes.
But how it fits in with what the company does.
It’s goal is to…Ensure successful assimilation intothe organization from a business,situational, and cultural standpointin...
That sounds like a lot of work. Why bother?
Do you remember being the new kidon the block? How did it feel?
What are some of the negativeimpacts of that approach?
Increased turnover.
Costly mistakes.
Low productivity.
Slower ROI.
Increased risk of accidents and injuries.
In other words…a negativeimpact on the bottom line.
So who is responsible?
Responsibility is shared.
Okay, so how?
“Set the table” before the new hire starts.
Create a plan and manage it at key intervals.
Involve others.
Clarify roles and responsibilities.
Provide regular feedback (feedforward).
Anticipate, identify, and remove potentialroadblocks.
Tailor the program to each individual.
Doing that will ensure we’re all heading in thesame direction.
Any questions?
Cornerstone OnDemand (2007). Strategic Employee Onboarding: FirstImpressions Are Everything.www.dresserassociates.com/pdf/...
Onboarding: The Road to Long-term Success
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Onboarding: The Road to Long-term Success

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Onboarding: The Road to Long-term Success

  1. 1. Onboarding:The Road to Long-term Success
  2. 2. Let’s start at the very beginning…
  3. 3. What is onboarding?What isn’t it?
  4. 4. It’s NOT a one-day event.
  5. 5. It’s a process.
  6. 6. It starts before the start.
  7. 7. And continues for 30…60..90…365 days.
  8. 8. It’s focus is NOT only about what the new hiredoes.
  9. 9. But how it fits in with what the company does.
  10. 10. It’s goal is to…Ensure successful assimilation intothe organization from a business,situational, and cultural standpointin order to develop and sustain aneffective workforce.
  11. 11. That sounds like a lot of work. Why bother?
  12. 12. Do you remember being the new kidon the block? How did it feel?
  13. 13. What are some of the negativeimpacts of that approach?
  14. 14. Increased turnover.
  15. 15. Costly mistakes.
  16. 16. Low productivity.
  17. 17. Slower ROI.
  18. 18. Increased risk of accidents and injuries.
  19. 19. In other words…a negativeimpact on the bottom line.
  20. 20. So who is responsible?
  21. 21. Responsibility is shared.
  22. 22. Okay, so how?
  23. 23. “Set the table” before the new hire starts.
  24. 24. Create a plan and manage it at key intervals.
  25. 25. Involve others.
  26. 26. Clarify roles and responsibilities.
  27. 27. Provide regular feedback (feedforward).
  28. 28. Anticipate, identify, and remove potentialroadblocks.
  29. 29. Tailor the program to each individual.
  30. 30. Doing that will ensure we’re all heading in thesame direction.
  31. 31. Any questions?
  32. 32. Cornerstone OnDemand (2007). Strategic Employee Onboarding: FirstImpressions Are Everything.www.dresserassociates.com/pdf/whitepapers/Strategic-Employee-Onboarding-First-Impressions-Are-Everything.pdfHuman Capital Institute (2011). Best Practices for Onboarding: EnsuringSuccessful Assmilation. www.dbm.com/ca/en/doc/onboarding.pdfResources

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