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Cracking the Turnover Code: Navigating Onboarding Challenges in Small HR Teams
- 5. Hello! I’m... YOU! Have seen what GOOD and BAD look like Lead onboarding in prior lives Felt the residual of broken processes Quit jobs with painful onboarding processes Small business founder and leader Any business can have a WORLD-CLASS Onboarding Program … even YOU!
- 6. HR Onboarding Statistics • $1400 Average Cost to Onboard New Employees • 24% of companies have no strategy to onboard internal promotions • 88% of employees believe that aren’t given a good onboarding program Source: Forbes Advisor
- 7. By The Average Numbers • Companies lose 18% of their workforce • 12% is voluntary • 6% is involuntary • 31% Quit Within the First 6 Months Source: Zippia.com
- 8. True Cost & Impact of Turnover • Reduction in productivity • Forced to recruit new employees at higher rates • Suffer from low morale • Other hidden expenses Replacement costs can be as high as 50%-60% Overall costs from 90% - 200% Source: SHRM
- 9. High Stress & Burnout On All-Time High • 37% of employees experiencing higher level of stress and burnout • Top Contributors include workload and blurred work/life boundaries Source: McLean & Company
- 10. AGENDA The Art of Automating Process Workflows Recognize the benefits of automating the onboarding process and identify examples of tasks that can be automated. 01 Enhancing Productivity Across The Board Explore strategies for increasing productivity with limited resources, tools, and technologies that can aid in improving productivity. 02 Discover the Transformative Power of HR Tech Learn how to choose the right HR tech solutions for your specific needs. 03 How To Craft and Personalize Onboarding Journeys Understand the role of personalization in effective onboarding. Discover how automation can be used to deliver personalized onboarding experiences. 04 Sustaining Talent Engagement Understand your role in ensuring continuous engagement and how to measure and monitor for improvement. 05
- 11. Art of Automating Process
- 12. Think about what it takes to properly onboard an employee. Attract Me Get Me Started Manage My Performance Develop Me Engage & Motivate Me Wish Me Farewell Before first day New Hire Orientation During first week During the first 90 days At the six month mark At the one year mark
- 13. Examples of Automatable Onboarding Tasks • I-9s • Direct Deposit • Company Policies • Documents Requiring Signature • Onboarding Checklists • Welcome Emails • Benefit Enrollments
- 14. Benefits of Automation INCREASED EFFICIENCY INCREASED ACCURACY COST-EFFECTIVENESS
- 15. Important Considerations • Aligned to YOUR objectives • Data Security • Stakeholder Training
- 16. Enhancing Productivity Across The Board
- 17. The Connection Between Automation and Productivity • Save time! • Re-shift to creating a more human-centric onboarding experience
- 18. Strategies To Enhance Productivity During Onboarding Prioritize Essential Onboard Tasks Leverage Cloud-Based HR Software Use Self-Service Portals Simplify Benefits Enrollment Digitize Onboarding Documents Develop Onboarding Templates Automate Notifications And Reminders Delegate Onboarding Tasks 01. 03. 05. 07. 02. 04. 06. 08.
- 19. The Transformative Power of HR Tech
- 20. HR Software and Tools Connected to Onboarding HRIS LMS ATS • Consider how other systems interplay into the onboarding experience. Attract Me Get Me Started Manage My Performance Develop Me Engage & Motivate Me Wish Me Farewell
- 21. Factors to Consider In Choosing the Right HR Tech ✓Scalability ✓Integration Capabilities ✓User-Friendliness ✓Customization Options
- 22. Crafting and Personalizing Onboarding Journeys
- 23. Personalization Is Key! • Tailors the onboarding experience to individual needs • Leads to higher job satisfaction, faster productivity, and better engagement • Reflects YOUR commitment to its employees
- 24. Examples of Onboarding Journeys Role Journey • Focus on the job and all connections to it Individual Contributor vs. Management • IC – Foundation Training • Managers – Leadership and Strategic Skills Senior Leadership • Abridged Version
- 25. How Automation Can Help ✓Customized Content Delivery ✓Personalized Communication ✓Adaptative Workflows ✓Data-Driven Personalization
- 27. Think about what it takes to properly onboard an employee. Attract Me Get Me Started Manage My Performance Develop Me Engage & Motivate Me Wish Me Farewell Before first day New Hire Orientation During first week During the first 90 days At the six month mark At the one year mark
- 28. Employee Life-cycle: Get Me Started Before first day New Hire Orientation During first week During the first 90 days At the six month mark At the one year mark • Manager should call or email to welcome the new employee to the organization • Set up the employee’s work area • Send a welcome gift and keep in touch with the employee before their first day • Have the employee complete as much paperwork as possible • Assign an employee to serve as a buddy or mentor during the new hire process • Notify all employees of the new employee • employee onboarding portal. Captures all the activities related to onboarding. Sends reminders to all involved. Paperwork can normally be completed via the portal. Some can include training videos or learning activities. Eliminate the PAPER!
- 29. Employee Life-cycle: Get Me Started Orientation Program Elements • Company history • Bios of leaders • Overview of benefit programs • Employee Handbook Procedures • Payroll Procedures • Employee Referral Program • Safety and emergency protocols and procedures • Department or division specific information • Tour of the facility • Evaluation Before first day New Hire Orientation During first week During the first 90 days At the six month mark At the one year mark Employee Handbook Policies and Procedures Benefit Enrollments
- 30. Employee Life-cycle: Get Me Started • Employee should receive their first assignment • Employee should meet with the buddy to address any questions or concerns after attending initial meetings, receiving training, and beginning to work on an assignment • Explain the goal setting process and annual performance review procedures Before first day New Hire Orientation During first week During the first 90 days At the six month mark At the one year mark Initial goals?
- 31. Employee Life-cycle: Get Me Started • Provide regular feedback regarding the employee’s performance • Request feedback from the new employee and respond to questions and concerns • Discuss the employee’s professional development goals • Have the employee and mentor meet together regularly to assess the new employee’s needs and progress • Provide opportunities for the new employee to meet others in the company by attending cross functional meetings and informal gatherings Before first day New Hire Orientation During first week During the first 90 days At the six month mark At the one year mark Check point.
- 32. Employee Life-cycle: Get Me Started • Conduct a review of the employee’s performance over the first 6 months • Review the employee’s progress on performance goals and professional development goals • Make additional assignments that utilize and stretch the employee’s developing skills and competencies • Have the employee and mentor continue to meeting together regularly to assess the new employee’s needs and progress Before first day New Hire Orientation During first week During the first 90 days At the six month mark At the one year mark Check point.
- 33. Employee Life-cycle: Get Me Started • Conduct a formal review of the employee’s performance over the first year • Celebrate the employee’s successes during the first year with the organization • Review the employee’s progress on performance goals and professional development goals • Have the employee and mentor continue to meeting together regularly to assess the new employee’s needs and progress • Request feedback from the employee regarding the onboarding process Before first day New Hire Orientation During first week During the first 90 days At the six month mark At the one year mark Check point.
- 34. Measure and Monitor Employee Engagement • Surveys and Feedback • Identify Key Metrics Connected to Onboarding • Qualitative Assessments (1:1 or focus groups) • Data-Driven Improvement
- 35. DID WE COVER EVERYTHING? The Art of Automating Process Workflows Recognize the benefits of automating the onboarding process and identify examples of tasks that can be automated. 01 Enhancing Productivity Across The Board Explore strategies for increasing productivity with limited resources, tools, and technologies that can aid in improving productivity. 02 Discover the Transformative Power of HR Tech Learn how to choose the right HR tech solutions for your specific needs. 03 How To Craft and Personalize Onboarding Journeys Understand the role of personalization in effective onboarding. Discover how automation can be used to deliver personalized onboarding experiences. 04 Sustaining Talent Engagement Understand your role in ensuring continuous engagement and how to measure and monitor for improvement. 05