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Employee-Centered Onboarding: Starting New Hires Off Right


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What makes employees decide to leave? In most cases, employees make incremental choices that lead to their departure long before they give their two weeks’ notice. Understanding these retention checkpoints can help your organization build hiring, management, and recognition processes to find and keep employees.

Join BambooHR and The Predictive Index for insights on helping your employees stay engaged and productive through all the checkpoints of their career—from great beginnings, to graceful exits, and throughout the exciting, productive journey in between.

Published in: Recruiting & HR
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Employee-Centered Onboarding: Starting New Hires Off Right

  1. 1. JD Conway Manager of Talent Acquisition BambooHR Kristen Robertson People Operations Manager The Predictive Index
  2. 2. Employees ask two questions: Can I do this job? Do I want to do this job? Employee Empowerment Employee Engagement 1 2
  3. 3. Employee Empowerment When employers ensure that employees have all the skills, resources, and connections needed to accomplish their job duties.
  4. 4. Mission The reason your organization exists (aside from normal daily operations).
  5. 5. Vision Where your organization wants to go in the future, and the results you expect from your organization.
  6. 6. Values The methods your organization uses to achieve your vision.
  7. 7. Employee Engagement The emotional commitment to the company and its goals.
  8. 8. Teams that are engaged are: More Productive More Profitable More Innovative Why We Care Less likely to leave the company Less likely to have quality incidents Less likely to have safety incidents
  9. 9. 1. Job 2. Co-workers 3. Managers 4. Organization What factors impact engagement?
  10. 10. Engagement vs. Satisfaction
  11. 11. In the U.S., the composite engagement rate is 71%. Annual Employee Engagement Report 2019 2019 Employee Engagement Report
  12. 12. People feel more satisfied with their jobs and their co-workers and less satisfied with their managers and their organizations. 2019 Employee Engagement Report Annual Employee Engagement Report 2019 |
  13. 13. 2019 Employee Engagement Report 9 of the top 10 drivers of turnover pertain to the organization. Annual Employee Engagement Report 2019
  14. 14. Engagement surveys are neon signs that tell you where to go next.
  15. 15. Conducting an engagement survey 1. Commit to taking action on the results 2. Plan ahead on the communication plan 3. Conduct the survey 4. Analyze the results 5. Communicate the outcomes and next steps 6. Take action 7. Diagnose
  16. 16. Yes Not Now No Help employees feel heard
  17. 17. Communicate at the Right Level ● Issues to address during onboarding ● Issues for managers to resolve on an individual basis during conversations ● Issues to address with specific departments ● Issues to resolve with a company-wide announcement
  18. 18. Healthy vs. unhealthy turnover
  19. 19. Collect data with exit interviews. ● Why are you leaving? ● If you were to be offered the job again, what changes would have made it a fit? ● Get feedback on their whole tenure.
  20. 20. BURNED OUT EXCELLING TOXIC UNINSPIRED Unempowered Empowered DisengagedEngaged
  21. 21. Candidate Experience Evaluation ● Sourcing Reports ○ Post & Pray vs. Targeted Sourcing ● Pre-boarding ○ eSignatures sent in advance ○ Icebreaker survey ● First Day Optimization ○ Orientation ○ New hire checklist ○ Team lunch ● Extended Onboarding ● New Hire Survey
  22. 22. New-hire checkpoints ● 30/60/90 day check-ins ● Track their progress on their goals
  23. 23. Performance Management ● Regular informal feedback from managers and coworkers ● Monthly one-on-one meetings between manager and employee ● Regular follow-up on employee goals ● Employee self-evaluations and peer feedback every six months
  24. 24. Managers account for 70 percent of variance in employee engagement levels.
  25. 25. 58 percent of managers reported receiving no management training.
  26. 26. Checkpoints for existing employees ● Annual compensation review ● Regular career pathing conversations ● Stay interviews
  27. 27. ● What are your professional goals for the next six months? ● What job tasks do you enjoy the least? ● What job tasks do you enjoy the most? ● Do you feel that your job tasks are using all of your talents and skills effectively? Career Trajectory Questions
  28. 28. ● What are the strongest motivators that make you want to come to work every morning? ● What are some of the things that make you not want to come to work? ● What do you appreciate most about our workplace/team? ● What are the biggest things that prevent you from getting your work done? Career Trajectory Questions
  29. 29. ● Do you understand why we use our practices and processes in the workplace? ● What would you change about our practices and processes? ● If you moved to a new position, what would it be? Career Trajectory Questions
  30. 30. ● Identifying the cause of turnover starts with analyzing employee data ● Targeted hiring, performance management, and high-level strategy all play a part in employee engagement ● Employees need to be heard, empowered, and engaged Key Takeaways
  31. 31. Questions? Receive a free job posting on our ATS and full HRIS for one week. We will contact everyone within the next few days to set this up. Try our job assessment to make your next hire the right hire.
  32. 32. Thank you!