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Poll
Here are some typical goals for onboarding programs. Think about your goals.
What do you see as your single biggest opportunity? To better …
o Welcome the employee to the tribe and build relationships
o Reinforce that he/she made a great decision in joining
o Share “how we work here”
o Share critical “getting started” policies and processes
o Build job-specific capabilities
o Other [please enter a comment in the chat]](https://image.slidesharecdn.com/blendedlearning-onboarding-2015-05-202-150520021858-lva1-app6892/85/Blends-that-Work-for-Onboarding-Kineo-Pacific-8-320.jpg)
Uploaded byKineoPacific
Blends that Work for Onboarding - Kineo Pacific
The document presents insights from a webinar on effective onboarding practices, hosted by Kineo, emphasizing that strong onboarding can significantly reduce employee turnover. Key recommendations for onboarding include starting before day one, personalizing experiences, clarifying roles, and creating a supportive atmosphere. The document also highlights the correlation between quality onboarding programs and employee retention rates.
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Blends that Work for Onboarding - Kineo Pacific
- 1. 1 BlendedLearningthatWorks Onboarding Examples Hosted by:Matthew Marsh, Learning Consultant Moderated by: Georgia Green, Marketing Consultant #KineoInsights
- 2. 2 Thanks for theinput of our clients! Based on our guides – a complementary piece to todays webinar. Did you know: - 1 in 3 new hires leave organisations voluntarily in the first year? - It can cost businesses up to three times a new hire’s salary to replace them - 22% of those who leave do so in the first 6 weeks – yikes!
- 3. 3 Who we are? Aleading workplace learning company that helps businesses improve their performance through learning and technology. Part of a powerful group with strong heritage and a proud history Over 200 experienced staff, in 8 countries supporting over 150 blue chip clients. Lead with learning & performance We live to serve Innovation & creativity We love to share Experienced & trusted team Looking forward to the future
- 4.
- 5. 5 What we do2th Elearning & online learning LMS & Learning Portals Blended Programmes Consultancy & Training Marketing & Awareness Qualifications and Accreditations Services Learning Insights
- 6. 66 Your host Matt Marsh LearningConsultant Kineo Pacific - Wellington Matthew.Marsh@kineo.co.nz
- 7. 77 Poll Think about yourcorporate onboarding program as it exists today. How would you characterize it? o We don’t have one o An event o A blended program that starts at the joining date o A blended program that starts pre-joining
- 8. 88 Poll Here are sometypical goals for onboarding programs. Think about your goals. What do you see as your single biggest opportunity? To better … o Welcome the employee to the tribe and build relationships o Reinforce that he/she made a great decision in joining o Share “how we work here” o Share critical “getting started” policies and processes o Build job-specific capabilities o Other [please enter a comment in the chat]
- 9. 9 “Those who provideabove average onboarding programmes retain on average 91% of their staff, as opposed to just 30% for those who provide below average onboarding experiences.” - Blended learning that works
- 10. 10 All too familiar… Especiallyin compliance driven organisations.
- 11. 11 … but itshouldn’t be that way
- 12. 1212 What your newjoiners seek …
- 13. 1313 In short … Run a campaign … start before Day 1 Be human … share stories Clarify the journey … provide a map Provide a home … reflect your personality Mind what matters … invest in key roles
- 14. 1414 Run a Campaign… Start Before Day 1
- 15. 15 Creating campaign themesacross channels
- 16. 16 The concept sitsover all the learning components Topic 1: 1 2 3 4 Support : Topic 3: 1 2 3 Topic 2: 1 2 3 4 5 QUIZ Mentoring eLearning Knowledge based eLearning Scenario based Job aids Intro: Video
- 17.
- 18.
- 19. 1919 Be Human …Share Stories
- 20. 2020 Be Human …Share Stories EasyJet Example
- 21. 2121 Clarify the Journey… Provide a Map
- 22. 2222 Clarify the Journey… Provide a Map
- 23. 2323 Clarify the Journey… Provide a Map
- 24. 2424 Provide a Home… That Reflects Your Personality
- 25. 2525 Provide a Home… That Reflects Your Personality TUI Example
- 26. 2626 Provide a Home… That Reflects Your Personality
- 27. 2727 Mind What MattersMost … Invest in Key Roles
- 28. 2828 In short … Run a campaign … start before Day 1 Be human … share stories Clarify the journey … provide a map Provide a home … reflect your personality Mind what matters … invest in key roles
- 29. 29 Subtitle CATCHKINEOATTHEELEARNZ CONFERENCEINAUCKLAND JULY22-232015 WE’REPRESENTINGEVENMORE INSIGHTSONTHISTOPIC! Get your ticketsto the event: http://bit.ly/1y3C3Xl
- 30. More Questions? PleaseKeep in Touch: Elearning Company of the Year Want to demo some of our Onboarding programmes? • Showcase Access (AU) Katy Morriss – katy.morriss@kineo.com.au • (NZ) Lara Stewart- lara.stewart@kineo.co.nz • LinkedIn eLearning Professionals Group Kineo Pacific Company Page City & Guilds Kineo Company Page • Twitter @kineopacific #kineoinsights – share your ideas with us! • FREE Resources www.kineo.com
Editor's Notes
- #3 In our latest onboarding guide, we discovered some shocking statistics that: 1 in three people leave organisations voluntarily in their first year It can cost businesses up to three times their salary to replace them 22% of those who leave do so in the first six weeks. So the challenges seem obvious: spotting and hiring talent is one part, nurturing growing and keeping that talent is another. So where does the onboarding process fit into this – and how can blends be added to the mix? Today, your presenter Matthew Marsh, Learning Consultant from our Wellington team, will be looking at how to solve these onboarding challenges.
- #4 So Who is Kineo? Kineo is a leading workpalce learning company that helps businesses improve performance through learning and technology.
- #5 As part of the City& Guilds Kineo Group, we currently have over 200 experienced staff spreadout in kineo offices in 8 different countries, supporting over 200 blue chip clients.
- #6 We can provide the full range of services to design and deliver your learning programme. Our services include, LMS and Learning portals using Totara LMS, Consultancy and Capability building, blended programme design and development, custom, rapid and mobile elearning development and design, along with marketing awareness for your elearning campaigns.
- #8 Let’s get a sense for where the group is starting from today. Think about your onboarding program as . That will likely be a complex set of programs. Try to boil it down for where you are today. Which description would be the best for most of your programs? “If you had to pick one box.”
- #9 Now let’s get a sense of where you would like to go. What brings you to the session today?
- #14 So, stepping back, these are the “worked examples” we’ve shown today. What I like about these examples is that they provide more concrete and functional answers to the question of “Why blended?” Well, I need a blend to create the journey I’ve scripted. I need elements that allow me to wire in managers. And so on. And in designing blended leadership programs, that allows you to jump over the chasm from the idea that “blended elements” can help to decide exactly which blended elements you’d like to add to your program for what reason. OK, let’s pause there. We’d love to hear from you. What goals would you add to this list? What questions do you have for us?
- #15 This is an example from a hospitality organization, UK based Guoman. It outline what’s expected of them in their first few weeks. It’s structured as an eZine/eMag that provides a fun way of delivering practical messages that welcomes new staff to the team, outlines what’s required of them, the journey they are on and what to expect over the coming weeks. Uses a mix of audio, video and traditional elearning, addressing the Guoman induction principles of Belonging, Believing, Behaving and Beginning. If you were joining, would you want to get this the day you hit send on your acceptance email?
- #20 Often our people want to do the right thing to welcome new members to the organization. All we need to do is provide a structure that lets them act. This structure can come as simple activities that fit in the joiner’s journey. When a new person accepts an offer, tickle everyone on their team to send them a note. When a new person comes into the office, have one step in their 30 day plan be to interview a manager in a different department But even with such activities, it can be difficult to focus on what matters. Often what is most important to joiners is to understand the stories of the organization. When those stories do not come naturally, we can use technology to help. Consider this example. This is actually from an elearning resource that was not planned as part of an onboarding experience. But it could readily be. This video wall allows a new joiner to rapidly experience the stories of a variety of team members in various roles across the organization. What a great way to see what people in the company care about!
- #21 EasyJet is the UK’s largest airline. Joining a complicated organization like an airline? Want to know who all those other people are and what they do?
- #22 For those of you who run orientation as a 2-day event, you realize this approach has one good feature: it’s easy to explain. Now, when we create a blended learning onboarding journey that involves a campaign, we do create a challenge. You begin to get lots of pieces. How can you help your learners understand where they are? After all, they’re *already* probably confused and overwhelmed. Doesn’t that come with starting a new job?
- #23 Well, provide a map. Here’s an example from a recent client proposal from an LMS portal. We can break down the detail to make it simple for joiners to see where they are and what to accomplish next. Such a map is critical for a blended onboarding program.
- #24 This example is from the City & Guilds Way. This is a program in which people new to the workforce earn a qualification. As you can see, we provide a map. But then you can push it farther. Once there, you can add an extra layer of engagement and competition – ideal for our target audience here –an engagement layer. Learners earn points and badges as they complete key tasks. We gave tutors an extra ‘carrot’ to dangle to more reluctant learners - they can set learners a challenge to earn bonus points.
- #25 So, once we have a campaign and a journey, where do we house it? One thing we know we want is to create a great impression. Our new joiner will be wondering, “What kind of organization have I joined?” The natural place for a “journey” to sit is on your LMS. But sometimes, we don’t like the experience that the existing LMS offers. Well, it can be worth creating a new portal to house your experience. That allows you to reflect your personality. Let’s look at an example. EasyJet is the UK’s largest airline. Starts with an introductory video wall, then a welcome from CEO, Carolyn McCall. Includes testimonials, interactive timelines, real staff talking to camera and interactive exercises that explore what it’s like to work at easyJet, its history and how staff can achieve their ambitions. A great example of quality art direction and learning design developed in Storyline.
- #26 Here’s another example for TUI travel advisers – a travel services organisation. A truly unique, visually appealing solution that rivals the very best travel brochures and websites, developed in Adapt. Along with the TUI brand and a carefully-honed tone of voice, the solution uses the power of narrative - anecdotes, examples and shared experiences – with rich media, including video and photographic images. Challenges and competitions provide a competitive edge. The solution has proved so popular that advisers even use it when dealing with customers! Responsive HTML5 multi-device delivery
- #27 A health services organisation. A third example from BUPA. Building on what makes recruits apply to work at Bupa, using great design to bring Bupa’s vision, values and work to life.
- #28 Finally, you may have noticed that some of our examples combine general induction with role specific. For example, the TUI platform was really tailored for travel advisors. That’s only one of TUI’s roles … although a disproportionately important one. You don’t need to provide a journey for every single role – focus on the main ones. If your organization has one or a few roles that are really critical and you want to improve retention and accelerate onboarding, don’t be afraid to follow the money. Here’s another example, Countrywide. As the UK’s leading provider of integrated property services, Countrywide employs around 11,300 people nationwide, all with industry training requirements. To help uplift and improve the onboarding, induction and continuous professional development (CPD) provided to the team, Countrywide partnered with City & Guilds Kineo. Countrywide’s goal was to create a development pathway for the Countrywide team to recognise and professionalise their skill sets to become the best in the industry as well as raising the profile of the AgencyPro system and increasing customer recognition, creating a unique selling point. This project allowed Countrywide to deliver it’s onboarding in bite-sized pieces throughout induction … while also going beyond to create a custom qualification. For this UK company, we developed a custom Level 2 qualification in Residential Property Sales. Achieving this qualification starts employees on their journey to becoming professionally recognised by their peers, with a clear path for progression within the organisation.
- #29 [Chip] So, stepping back, these are the “worked examples” we’ve shown today. What I like about these examples is that they provide more concrete and functional answers to the question of “Why blended?” Well, I need a blend to create the journey I’ve scripted. I need elements that allow me to wire in managers. And so on. And in designing blended onboarding programs, that allows you to jump over the chasm from the idea that “blended elements” can help to decide exactly which blended elements you’d like to add to your program for what reason. OK, let’s pause there. We’d love to hear from you. What goals would you add to this list? What questions do you have for us?
- #30 Get your tickets to the event: http://bit.ly/1y3C3Xl
- #31 Email us to view some of our onboarding work, or to see how we can help you create a blended onboarding programme. info@kineo.com.au