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Onboarding in Healthcare that Sticks: It's More Than Just the Paperwork


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Unfortunately, staff turnover in the healthcare industry has now become a characteristic of the sector. Research reports that half of the nurses leave their current positions after two years. Care centers report significant turnover that equates to a $7 million a year problem. Adding to that is a two-headed dragon: the workforce that is retiring 10,000 people per day, yet the average adult lifespan is increasing.

That’s why Cornerstone OnDemand is proud to present a four-part series that addresses weaknesses in employee development to shine a light on a persistent, yet fixable problem.

The first of the series will address onboarding issues. We know that hospitals on board their employees in just one day. The rationale for this timeframe is that healthcare in America is a ubiquitous industry; however, many onboarding programs in hospitals disregard the fact that each institution holds different values, beliefs, and shared norms, many of which can’t be fully addressed in one day.

Join Tom Tonkin, Principal Consultant, Thought-Leadership and Advisory Services at Cornerstone OnDemand, for the first webinar in our series on staff burnout in healthcare and how to treat it across the entire employee life cycle! Topics covered in this webinar include:

-The importance of strong onboarding on day 1
-How to set clear goals and expectations from the beginning
-The importance of opening up job-roll-specific training early in the onboarding process

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Onboarding in Healthcare that Sticks: It's More Than Just the Paperwork

  1. 1. Dr. Tom Tonkin Onboarding in Healthcare that Sticks: It's More Than Just the Paperwork
  2. 2. Dr. Tom Tonkin Principal, Change Management and Transformation Thought Leadership & Advisory Services Dr. Tonkin is an executive in Professional Services and Software Sales arena and has over 25 years of business and technology experience. Prior to joining CSOD, Dr. Tonkin was the CEO and Co-Founder of the Sales Conservatory where he specialized in helping sales leaders that have revenue generation responsibility between $5M and $1B and are looking for a trusted advisor to guide them to materially increase revenue . He spent 19 years of his career at Oracle Corporation as the Senior Director of the Sales Performance Group in Oracle’s Global Sales Academy. Dr. Tonkin is also a speaker at leadership and business conferences where he also presents throughout the year.
  3. 3. Thank You to All of Our Attendees!
  4. 4. First the importance of Onboarding…
  5. 5. But, I think we forgot what onboarding is
  6. 6. So, sit back for a story
  7. 7. Moving from Professional Socialization to Professional Skills Company Story Sales Skills Generating Revenue Current 6 Months Later
  8. 8. Moving from Professional Socialization to Professional Skills Institutional Socialization Advanced Clinical Skills Patient Satisfaction Current 6 Months Later
  9. 9. Onboarding = Organizational Socialization “Organizational socializing or onboarding, is a process through which new employees move from being organizational outsiders to becoming organizational insiders”. (Bauer and Erdogna, 2011)4 “The evidence of true learning is when a learner moves from a current state to a desired state.”(Tonkin, 2015)
  10. 10. Onboarding Components 11 Onboarding Socialization Learning Today’s Presentation eBook
  11. 11. Summary Process Model of Socialization4 12
  12. 12. Once receptive, they will adopt their job faster and with higher levels of quality 1. Utilize new hire or cohort portals to speed up the time to productivity • Centralize all hiring information • Assign relevant training • Introduce Organizational Culture • Maintain HIPPA and Additional Compliance 2. Set goals an expectations early with managers • Discuss goals with Managers • Develop Metrics to measure progress • Make performance (competency) evaluations frequent • Provide Coaching 3. Boost access to an LMS to increase skills and competencies • Offer multi-purpose training initiatives • Make learning mobile friendly • Embrace Collaborate Learning 13
  13. 13. Organizational Efforts4 • Socialization Tactics • Formal Orientations • Recruitment/Realistic previews • Organizational Insider 14
  14. 14. Socialization Tactics • Team meetings • Social Gatherings or rituals • Formal and Informal UCLA Health • Early onboarding activities focus on establishing clear communication and building trust - Ropes Course • Day-long activity for incoming Resident classes • Emphasis on teamwork and problem-solving 15
  15. 15. Formal Orientations • Structured Process • The journey is just as important and the destination • Institution Goals and History • F2F 16
  16. 16. Recruitment/Realistic previews • Recruitment Events • Job previews (even if its 2-3 years from now) • Provide Accurate Information • Senior Assisted Living Provider • Operational Meeting • Job Fair • Major Projects through out the entire company 17
  17. 17. Organizational Insider Preceptor/Coach/Mentor • Who should be a preceptor? • Evidence-based practice • Critical thinkers • Are they the right person? • Formal Champion • Penn State Hershey Medical Center5 • Steve and Katrina Greer (Angie) • Mentorship changes lives • Fully Educated = Fully Comfortable 18
  18. 18. Summary Process Model of Socialization 19
  19. 19. Q & A
  20. 20. Thank you for your time!
  21. 21. End Notes 1 turnover 2 shortage/459741/ 3 5-health-systems-are-recruiting-retaining-nurses-during-an-rn- shortage.html 4 Bauer, T. N., & Erdogan, B. (2010). Organizational socialization: The effective onboarding of new employees. In S. Zedeck, H. Aguinis, W. Cascio, M. Gelfand, K. Leung, S. Parker, & J. Zhou (Eds.). APA Handbook of I/O Psychology, Volume III, pp. 51-64. Washington, DC: APA Press 5 Cornerstone Client Story: Penn State Hershey Medical Center. (2015). Retrieved September 21, 2016, from