Automating Employee Onboarding Talking Points By David Berz Learning & Talent Development Consultant
The impetus for this discussion Ê Pulse surveys demonstrate disconnect between new hires and: Ê Expectations Ê Company identity and information Ê The organizations culture and norms Ê Logistics (everything from beneﬁts to compliance) Ê Consider the business drivers such as Ê Technology ﬁrm that oﬀers their engineers a paperless solution, is this expected? Ê The high cost of turn over Ê Delayed productivity for new hires Ê New employees cost the company money the ﬁrst 90+ days. What can you do to shorten this time and help them to become productive quickly
Deﬁnition Ê Simple Deﬁnition “Onboarding is the process of helping new employees become productive within the new organization” http://en.wikipedia.org/wiki/Onboarding Ê For the purpose of our discussion: It should include knowledge of the organization, socialization into the culture, information for logistical purposes and skill building to team or peer standards.
A few numbers to consider Ê 86% of new hires make their decision to leave or stay within the ﬁrst 6 months* Ê 89% of new hires say they do not have the optimum level of knowledge and tools necessary to do their job.* Ê 79% of those who quit their jobs cite lack of appreciation as the main reason.** *The Aberdeen Group ** SHRM
Cost of Turnover – A Quick Calculation Ê A generally accepted conservative number for turnover is the cost can be upwards of approximately 150% of the employee’s salary Ê Lets assume the average employee salary is $50K * @ 150% the cost is 75K per exiting employee Ê For a mid-‐size of of about 1000 employees, and the company who has the annual turn over rate at 10% the annual cost of that turnover is $7.5 Million!** Ê This is million dollar problem *52K in California according to the US Dept. of Labor ** http://www.isquare.com/turnover.cfm
The Case for Self-‐Service & Automation Ê Self-‐service and automation allows for the employee to connect early with the company. Ê Catching the new employee at their highest point of anticipation and excitement Ê They feel “in” with their new organization Ê Ability to ask questions early increasing knowledge retention (as opposed to the ﬁre hose!) Ê Ability to spend ﬁrst day with a more engaging and impactful orientation such as Cultural Continuity Ê Consider ﬁrst day orientation being an opportunity to learn through emersion the companies culture
Solution – Streamlining the Experience Ê Pre-‐ﬁrst day portal that contains company vision, history, FAQ, a window into what they’re employee type needs to complete in the ﬁrst 90 days (diﬀerent for each e.g. manager, IC, Security Access etc.) Let them pull this info as needed, with multiple access Ê Shorten the ﬁrst day orientation requirement/Change the experience Ê Managers hated not having their employees the ﬁrst day Ê Employees hated siting through long orientations Ê Focused on culturally immersive experience Ê Hiring Manager’s Onboarding program to engage teams to own functional and skill onboarding for beyond the ﬁrst day Ê Job Aides, templates, L&D support to create coaching and mentoring programs
The ROI Ê Less time in the classroom Ê Less time by HR team answering general and non-‐speciﬁc questions Ê Greater ownership by teams = better engagement by teams Ê Better engagement leads to greater feeling of inclusion