The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
Onboarding process starts with the recruitment process. Onboarding checklist, boarding process, engagement , training and development .Onboarding ---3months, 6months, 12months. Employee Retention, Organization Development . Employer Branding
Onboard, Not Overboard. Accelerating New Hire Training | Webinar 03.19.15BizLibrary
With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?
www.bizlibrary.com
Onboarding refers to the collective processes and activities of integrating new employees. The onboarding period begins when the new employee accepts an offer and continues through the first 90 days of employment. It includes preparing for, enabling, engaging, and supporting the new employee. The process is designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities
Program Developed by Trey Scarpa
Onboarding & Orientation - How to on-board new employees. A Manual for HR and...HRM Toolshop
Is the on-boarding of new hires in your Company left to the Hiring Managers’ inspiration of the day? Do you want to help one of your clients in professionalizing their on-boarding process by offering them practical and effective on-boarding & orientation tools? Are you looking for best practices to ensure a successful integration of new employees in your company?
Step by step, this Guide describes how to thoroughly prepare the start of a new employee, organize an On-boarding Day, help the employee to get acclimatized in the new work environment, take care of the relevant post-arrival actions.
For each step in the Guide, you will be introduced to the relevant tools and templates and how to complete them: a Manual to help the Line Manager with the on-boarding process, an On-boarding Checklist, an Orientation Brochure, a Template for a First Impression Interview, and so much more.
Onboarding process starts with the recruitment process. Onboarding checklist, boarding process, engagement , training and development .Onboarding ---3months, 6months, 12months. Employee Retention, Organization Development . Employer Branding
Onboard, Not Overboard. Accelerating New Hire Training | Webinar 03.19.15BizLibrary
With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?
www.bizlibrary.com
Onboarding refers to the collective processes and activities of integrating new employees. The onboarding period begins when the new employee accepts an offer and continues through the first 90 days of employment. It includes preparing for, enabling, engaging, and supporting the new employee. The process is designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities
Program Developed by Trey Scarpa
Onboarding & Orientation - How to on-board new employees. A Manual for HR and...HRM Toolshop
Is the on-boarding of new hires in your Company left to the Hiring Managers’ inspiration of the day? Do you want to help one of your clients in professionalizing their on-boarding process by offering them practical and effective on-boarding & orientation tools? Are you looking for best practices to ensure a successful integration of new employees in your company?
Step by step, this Guide describes how to thoroughly prepare the start of a new employee, organize an On-boarding Day, help the employee to get acclimatized in the new work environment, take care of the relevant post-arrival actions.
For each step in the Guide, you will be introduced to the relevant tools and templates and how to complete them: a Manual to help the Line Manager with the on-boarding process, an On-boarding Checklist, an Orientation Brochure, a Template for a First Impression Interview, and so much more.
BambooHR founder Ben Peterson shares some powerful insight into Onboarding. Onboarding statistics, guides to what questions to ask in interviews, and how to help employees continue to grow into contributors.
Increasing New Hire Success - From Orientation to OnboardingPsych Press
'Onboarding' is a new term compared to its older sibling, 'orientation', but while they are complementary, onboarding goes further and explores the unwritten and informal life of a new employee. This Psych Press graphical presentation takes a short look at this long process and what it involves for Human Resource Practitioners.
Emerald Software's Onboarding Best Practices - What You Can and Should Do WIth A New Employee Onboarding System.
Learn more at http://www.emeraldsoftwaregroup.com/onboarding
Effective Onboarding for Better Retention with Jeremy York, SPHR, SHRM-SCPAjilon
Build a smooth onboarding process for better retention. Onboarding done right helps new employees acclimate to company culture, feel appreciated from the get-go, and understand their roles and how they’ll work with other team members. This leads to long-term loyalty and job satisfaction—and more productive employees! This webinar will show you the steps to creating a strong onboarding plan.
Private sector employment is expected to continue to rise in 2017. Download our latest employer resource to ensure the employees you hire next year get the best impression of your company from day one.
Onboarding is the first step in ensuring that new hires have a positive first experience.
Employee onboarding is steadily evolving in the business world today into a talent management approach that organisations use to attract and retain top personnel.
Business leaders and HR managers must concentrate on developing optimal hiring and onboarding methods to better express their values and assist employee in navigating their roles in order to develop a world-class onboarding programme.
Effective onboarding also guarantees that your newly hired employees are engaged, productive, and equipped with the necessary resources.
Is it advantageous for your organisation to adopt a formal and efficient onboarding programme? How successful is your onboarding process for new employees? How can you design the ideal onboarding process for new employees?
You'll find tips and a head start on how to develop a standardized onboarding programme for your new hires or workers in this deck.
You’ll also learn;
1. Steps to developing successful action plan for implementing onboarding process within your organisation
2. The characteristics of the employee onboarding process
3. How to drive engagement and retention through onboarding
4. Why your organisation needs to start onboarding new hires
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
4 Critical Elements of Your Onboarding ProcessUrbanBound
Onboarding is a critical element to a company's hiring process. Learn about how you can improve your procedures and make sure you're setting yourself up for the best retention percentages possible. (Check out our eBook for more in depth information: http://resources.urbanbound.com/4-missing-elements-of-your-onboarding-process)
To understand the drivers of engagement and retention and how to develop and implement a retention strategy
• Aligning retention with an integrated TM framework
• Understanding motivation, engagement, commitment and retention
• customising retention drivers and initiatives
• Diagnostics to test actual drivers and impact of current and future initiatives – interviews, focus groups, surveys, best practice research
• Talent segmentation
• Prioritising initiatives and building a road-map for retention
• Successes and Lessons learnt
15 Employee Engagement activities that you can start doing nowHppy
Trying to find new employee engagement activities to boost productivity in your company?
We thought you might, now that these long summer days make it difficult to focus and give 110% at work. But we also thought this is a great time to plan a proper employee engagement strategy that focuses on long-term growth and retention.
Whether you’re simply browsing for some ideas that might boost up morale or if you’re putting down the final details for your HR strategy, here are 15 employee engagement activities that you should try!
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
Thinking about developing an employee welcome kit? This is an attempt to support you with the latest trends and options for developing employee welcome kits and what kind of corporate gifts to include in the kit.
Gift Wrapped is one of the fastest growing corporate gifting companies in India, with the vision of helping companies create Brand Ambassadors.
Merchandise and gifts to employees create a very deep impact among the target audience and increase the tendency of them becoming your Brand Ambassadors. Most of the successful companies have used the Employee Welcome kits to boost the
BambooHR founder Ben Peterson shares some powerful insight into Onboarding. Onboarding statistics, guides to what questions to ask in interviews, and how to help employees continue to grow into contributors.
Increasing New Hire Success - From Orientation to OnboardingPsych Press
'Onboarding' is a new term compared to its older sibling, 'orientation', but while they are complementary, onboarding goes further and explores the unwritten and informal life of a new employee. This Psych Press graphical presentation takes a short look at this long process and what it involves for Human Resource Practitioners.
Emerald Software's Onboarding Best Practices - What You Can and Should Do WIth A New Employee Onboarding System.
Learn more at http://www.emeraldsoftwaregroup.com/onboarding
Effective Onboarding for Better Retention with Jeremy York, SPHR, SHRM-SCPAjilon
Build a smooth onboarding process for better retention. Onboarding done right helps new employees acclimate to company culture, feel appreciated from the get-go, and understand their roles and how they’ll work with other team members. This leads to long-term loyalty and job satisfaction—and more productive employees! This webinar will show you the steps to creating a strong onboarding plan.
Private sector employment is expected to continue to rise in 2017. Download our latest employer resource to ensure the employees you hire next year get the best impression of your company from day one.
Onboarding is the first step in ensuring that new hires have a positive first experience.
Employee onboarding is steadily evolving in the business world today into a talent management approach that organisations use to attract and retain top personnel.
Business leaders and HR managers must concentrate on developing optimal hiring and onboarding methods to better express their values and assist employee in navigating their roles in order to develop a world-class onboarding programme.
Effective onboarding also guarantees that your newly hired employees are engaged, productive, and equipped with the necessary resources.
Is it advantageous for your organisation to adopt a formal and efficient onboarding programme? How successful is your onboarding process for new employees? How can you design the ideal onboarding process for new employees?
You'll find tips and a head start on how to develop a standardized onboarding programme for your new hires or workers in this deck.
You’ll also learn;
1. Steps to developing successful action plan for implementing onboarding process within your organisation
2. The characteristics of the employee onboarding process
3. How to drive engagement and retention through onboarding
4. Why your organisation needs to start onboarding new hires
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
4 Critical Elements of Your Onboarding ProcessUrbanBound
Onboarding is a critical element to a company's hiring process. Learn about how you can improve your procedures and make sure you're setting yourself up for the best retention percentages possible. (Check out our eBook for more in depth information: http://resources.urbanbound.com/4-missing-elements-of-your-onboarding-process)
To understand the drivers of engagement and retention and how to develop and implement a retention strategy
• Aligning retention with an integrated TM framework
• Understanding motivation, engagement, commitment and retention
• customising retention drivers and initiatives
• Diagnostics to test actual drivers and impact of current and future initiatives – interviews, focus groups, surveys, best practice research
• Talent segmentation
• Prioritising initiatives and building a road-map for retention
• Successes and Lessons learnt
15 Employee Engagement activities that you can start doing nowHppy
Trying to find new employee engagement activities to boost productivity in your company?
We thought you might, now that these long summer days make it difficult to focus and give 110% at work. But we also thought this is a great time to plan a proper employee engagement strategy that focuses on long-term growth and retention.
Whether you’re simply browsing for some ideas that might boost up morale or if you’re putting down the final details for your HR strategy, here are 15 employee engagement activities that you should try!
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
Thinking about developing an employee welcome kit? This is an attempt to support you with the latest trends and options for developing employee welcome kits and what kind of corporate gifts to include in the kit.
Gift Wrapped is one of the fastest growing corporate gifting companies in India, with the vision of helping companies create Brand Ambassadors.
Merchandise and gifts to employees create a very deep impact among the target audience and increase the tendency of them becoming your Brand Ambassadors. Most of the successful companies have used the Employee Welcome kits to boost the
Create a New Hire Welcome Message to Inspire Enthusiasm and Drive EngagementBen Eubanks
Creating a new hire welcome message isn't rocket science, but many companies skip this important step.
It's critical to craft a well-written and meaningful message to each new hire in order to jump start employee engagement and drive business results before they walk in the door.
Check out this slidedeck for more information on what to include, why it's valuable, and how to organize your new hire welcome message.
Five Steps to a world class onboarding program presentationEmilyBennington
Onboarding is gaining a lot of traction in business lately – and for good reason. When implemented effectively, onboarding programs have been proven to dramatically reduce expenses by helping your new staff assimilate faster, stay longer, and deliver better. For mid-to-senior level managers who want to learn how it works - including best practices from companies that are getting it right – this presentation is a must-attend. Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will show you how to design and implement a successful onboarding program for your intern and new grad hires that will address both YOUR organizational goals and THEIR career planning needs. You’ve made a significant investment recruiting top talent, right? So keep the promise you’ve made during the hiring cycle and give them the best possible chance to succeed in your organization FROM BEFORE DAY ONE.
Is your employee onboarding process filled with paper and inefficiency? Do your new hires feel like they have taken a step back in time? Engage your employee earlier, retain them longer, and increase productivity by using CovertHR for your employee onboarding needs.
Do you work hard for great hires only to have them leave after a few months? This presentation shares some of the important areas of onboarding a new hire to get them engaged from day one. These important onboarding milestones will prepare your new hire for success and a longer life with your company.
Today, only 15% of companies extend their onboarding process beyond 6 months, but 90% of companies believe employees make the decision to stay in their first 12 months. Using this guide, create an effective onboarding strategy that combines tactics with appreciation. You'll find within a 30, 60 and 90 day checklist, as well as, a full onboarding program that extends the onboarding experience to a year.
Employee Onboarding : Statistics you need to knowElodie A.
Learn everything you need to know about employee onboarding and how to ensure that each new hire is successful with this complete guide.
Content by Officevibe, the simplest tool for a greater workplace.
Read more on our website:
https://www.officevibe.com/employee-engagement-solution/employee-onboarding
Download your free checklist of the perfect onboarding:
http://bit.ly/2jVcIzO
Chek our product!
https://www.officevibe.com/
10 Tips on New Hire Orientation & OnboardingEduson.tv
- 69% of employees choose to stay in the company as a result of onboarding program.
- It takes 1 year for an average new employee to become fully productive.
- 49% of millennials claim they need a better onboarding process.
In this white paper you’ll get:
- 10 tips on better onboarding with infographics.
- Best practices from global brands (IBM, Toyota, Master Card, etc.).
- 2 big onboarding mistakes you are likely to make.
Employee onboarding has been proven to increase productivity, lower turnover and improve customer satisfaction. Check out the best practices you can adopt at your company.
Why Retention begins (but doesn't end!) with RecruitingRobin Schooling
Retaining essential talent is critical to business success and organizations benefit when they realize that retention is an outcome; not a strategy unto itself. Increasing staff retention includes understanding (1) how attraction and recruiting initiatives lay the foundation for retaining talent (2) the importance of an onboarding experience that promotes engagement and productivity (3) the impact of cultural assimilation, socialization and relationship building, and (4) the manager/leader’s responsibility for providing a high-feedback/high-touch work environment.
Let's face it - the competition for top talent is fierce, and the best employees are looking for more than just a job. They want options, and they want meaning. Check out these 7 areas HR can fine tune to ensure they're attracting and keeping the right talent around.
There’s no doubt that organizations are increasingly reliant on external expertise. And that raises big questions for human resources: How clear is our strategy and philosophy of contingent staffing? How involved is HR in managing external expertise on behalf of their organizations, and how involved should it be? How well does our workforce planning incorporate external experts into a total workforce plan? How well do our systems and policies support our ability to attract the best external talent, and their productivity?
In this spotlight webinar, Norm Smallwood and Jon Younger, authors of “Agile Talent: How to Source and Manage Outside Experts” will deliver insight on how talent leaders can successfully manage, mobilize and maximize the contributions of agile talent.
During this Spotlight webinar, attendees will explore:
-The challenge of agile talent.
-What strategic agile talent management looks like.
-How leaders need to change how they think and act to make the most from this agile workforce.
-The role of HR now, and the implications of an HR strategic approach to agile talent.
Right Quarterly 2nd quarter 2013: Career DevelopmentChris Jones
The Second
Quarter edition of the APAC Right
Quarterly is dedicated to Career Management.
The first article called “Developing Talent: How
Career Opportunities drive Business
Performance”, builds upon our core mission
in Right Management, of working with clients
to help align their talent strategy with their
business strategy. Employee engagement
and retention is a critical challenge for many
organizations, and this article talks of how
career development can significantly push
employee engagement. But even career
development needs a structured approach for
effective implementation to ensure business
results.
The second article on “Career Directions:
Having the right Career Conversations”,
shares a case study of an Australian client
who is working towards their 2017 Workforce
plan. An important impact of this will be in
the working environment for the division. To
help employees adapt to this change, Right
Management worked with them to create and
implement a career development initiative for
employees. The aim was on building Coaching
capabilities in People Leaders, and to equip Self leaders with skills necessary to enable
them to make their own career decisions.
The objective was also to align employee
development with future corporate needs,
while also developing career agility.
How to Build and Maintain a Premier OrganizationLucas Group
An important trend facing organizations across all industries is bridging the knowledge gap between outgoing employees and those who remain or are hired to fulfill their work. Despite a stubbornly persistent unemployment rate in the U.S., attracting and retaining people who can positively impact your company remains a considerable challenge to building and maintaining a premier organization. Triggered by Baby Boomer retirements, companies must develop systematic ways to attract the best, retain the best, and hold on to the knowledge that the best contribute to their organizations.
Creating Engagement in a Diverse Workforce - Technology tools to help you eng...HeyEmbedMe
According to the Global Human Capital Trends 2016 report, “employee engage-
ment is a headline issue throughout business and HR.” Fully 85 percent of survey
respondents ranked engagement as a top priority, yet only 46 percent reported that they
were prepared to address engagement challenges.1
One of the drivers behind the focus on engagement — which not only concerns HR,
but also has wider implications for the overall performance of an organization — is
the increasing diversity of today’s workforce. From aspiring Millennials to aging Baby
Boomers — working in a complex mix of full-time, part-time, contingent, temporary,
and contract roles — the 21st-century workforce is more diverse than ever, challenging
organizations to build and support a corporate culture that fosters employee engage-
ment. When you pair this diverse workforce with the growing competition to attract and
retain top talent, it’s easy to see why culture and work environment have become key
drivers of employment brand. No matter the age, status, or position of your employees,
how can your organization effectively engage and inspire today’s diverse workforce?
1. The Essential Guide to
EMPLOYEE
ONBOARDING
SUCCESS
Build better connected, more engaged and higher performing teams.
SAPLING Delivering Employee Onboarding Success
SHARETHE GUIDE!
2. SAPLING
This Guide is for HR, People leaders and anyone looking to take their employee success to the next level.
Our Essential Guide to Employee Onboarding Success is a quick but detailed read on how you can use Employee
Onboarding to Amplify your Employee Experience.
Here’s what you’ll learn….
EMPLOYEE ONBOARDING
FOR A NEW GENERATION
WHY INVEST IN ‘EX’?WHAT IS ‘EX’? WHY ONBOARDING? BUILDVS BUY? HOWTO EVALUATE?
3. W H AT I S ‘E X’
M A N A G E M E NT ?
SAPLING Delivering Employee Onboarding Success
4. “
“
An approach to deliver excellent experiences to employees
through their interactions, engagement and connection with
an organization.
It’s the journey of events, activities and development that they
enjoy through their employee life-cycle.
Over the past few years, the corporate world has seen an
emergence of Employee Experience management, which is
now something that managers and leaders need to focus on
to attract, retain and grow their talent base.
AFTERTHREEYEARS OF
STRUGGLINGTO DRIVE
EMPLOYEE ENGAGEMENT
… EXECUTIVES SEE A NEED
TO REDESIGNTHE
ORGANIZATION.
WHAT IS ‘EX’ MANAGEMENT?
Deloitte’s Global Human
Capital Trends 2016 (link)
SHARETHE GUIDE!
5. The world has changed.
Today’s employees have a different outlook on
what they expect from their employer.
Employees are seeking jobs with purpose where
they can co-create with colleagues, feel
connected with the organization’s mission,
embrace flexibility and be exposed to new
development opportunities.
TODAY’S
WORKFORCE -
AGILE, MOBILE
AND CONNECTED
54% 21%92%
….of the U.S. labor
workforce is
comprised of
millennials.1
Millennials are well
educated, skilled in
technology, very self-
confident, able to multi-task,
and have plenty of energy.
They have high expectations
for themselves, and prefer to
work in teams, rather than as
individuals. Millennials seek
challenges, yet work life
balance is of utmost
importance to them.
…. of an employee’s
salary to replace
them after voluntary
turnover.3
Most companies don't have
the systems in place to track
employee turnover costs,
recruiting, interviewing,
hiring, onboarding, training,
lost productivity and
relationship continuity.
Employers need to send a
clear message - “We value
you”.
… of executives see
engagement,
retention and
building a
meaningful culture –
as a critical priority.2
Based on more than 7,000
responses to a Deloitte Global
Human Capital Trends survey
in over 130 countries around
the world.
1. PEW Research Center - http://www.pewresearch.org/fact-tank/2015/05/11/millennials-surpass-gen-xers-as-the-largest-generation-in-u-s-labor-force/
2. Global Human Capital Trends- http://www2.deloitte.com/us/en/pages/human-capital/articles/introduction-human-capital-trends.html
3. Center for American Progress - https://drive.google.com/file/d/0Bx9p7Pu7rGbUM05BRXJacjVrRzA/view?pref=2&pli=1
A Changing World.. ..And High Stakes...With A New Focus..
SHARETHE GUIDE!
6. W HY
I NV E ST I N E X ?
SAPLING Delivering Employee Onboarding Success
7. Why invest in your Employee Experience?
One reason – sustainable and scalable Return On
Investment.
And not just the ROI that makes the quarterly report to
investors look good - the real ROI that improves the
position of all stakeholders in your company -
customers, employees, managers, suppliers and
investors
SUSTAINABLE AND
SCALABLE RETURN
ON INVESTMENT
INVESTING IN “EX” SUCCESS
MAKES EMPLOYEES MORE
LIKELYTO BE ENGAGED,TO
STAY ANDTO PROSPER, AND
SIMULTANEOUSLY ACHIEVE
GREATER SUCCESS FORTHE
COMPANY
8. A company is only as good as the people that drive
and implement the day to day game plan to execute
the strategy.
And employee commitment to their employer will
only last as long as the employer is delivering
value to the employee.
Employees are more informed than ever through
online resources - they can quickly find out the
culture, mission, values, leadership, salary levels and
vision by completing a quick Google search.
TODAY’STALENT
MARKET IS
TRANSPARENT
Here’s a quick search of software engineering salaries in San
Francisco from Glassdoor (link).
If your job postings are offering Software Engineers in San Francisco
less than $110,554 –you should be able and ready to justify it.
MORE INFORMEDTHAN EVER
SHARETHE GUIDE!
9. There are a number of factors an organization should consider in
calculating the real cost of losing an employee including:
Offboarding the departing employee
Lost engagement as other employees see employee turnover
and can disengage or get itchy feet
Hiring a new employee (i.e. advertising, interviewing)
Onboarding the new employee
Lost productivity as the new employee ramps up
Cultural impact when an employee leaves
Unfortunately, companies don't have the accounting systems in place
to track employee turnover costs.
WITH BIG IMPACTS FROM EMPLOYEETURNOVER
EMPLOYEETURNOVER IS
THE #1 CHALLENGE FACED
BY HUMAN RESOURCE
TEAMS….
FOLLOWED CLOSELY BY
EMPLOYEE ENGAGEMENT
AND SUCCESSION
PLANNING.1
1. SHRM/ Globoforce Survey - https://drive.google.com/file/d/0Bx9p7Pu7rGbUT1NHT1VBVmhYRTA/view?pref=2&pli=1
SHARETHE GUIDE!
10. W HY
O N B O A R D I N G ?
SAPLING Delivering Employee Onboarding Success
11. CULTURE IS
YOUR MOST
IMPORTANT
ASSET….
12%
….of executives
believes that they
are driving the right
culture.3
Culture describes “the way
things work around here” –
and with only 12% believing
that they are doing it the
right way, this points to
some big opportunities for
executives to step-it-up.
2 / 3
…. Millennials feel
the outlook and
attitudes of
management are
serious barriers to
growth.2
Employees will invest
themselves if they feel aligned
with the organization.
And that starts by
understanding it – the
mission, vision and values
shown through the
onboarding process.
95%
…. of candidates
believe culture is
more important
than compensation.1
Employees are more likely to
invest themselves in company
success if they feel aligned
with the organization.
Rather than paying
employees more, investment
in their ‘EX’ is likely to yield
higher ROI.
1. Global Human Capital Trends- http://www2.deloitte.com/us/en/pages/human-capital/articles/introduction-human-capital-trends.html
2. The Deloitte Millennial Survey - http://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-dttl-2014-millennial-survey-report.pdf
3. HR Technology Disruptions in 2016 - http://marketing.bersin.com/rs/976-LMP-699/images/12-1-15%20Webinar_final.pdf?
High Priority.. ..And UnclearVision...With A Lack of Support..
SHARETHE GUIDE!
The value of company culture has been
vigorously debated from the Financial Times
to the Rhode Island Herald.
But what’s not debated is that company
culture is mission critical to a company’s
long term success.
12. … WITH BIG
UPSIDES FROM
INVESTMENT
1. http://appreciate.octanner.com/2015_02_WP_DriversofGreatWork
2. http://www.greatplacetowork.com/our-trust-approach/what-are-the-benefits-great-workplaces
3. Based on employee earnings $100,000 per year (https://www.trysapling.com/resources/real-cost-of-employee-turnover/)
4. http://www.greatplacetowork.com/our-trust-approach/what-are-the-benefits-great-workplaces
Organizations with great culture enjoy
significant benefits versus industry peers.4
• Happier employees
• Better financial performance
• lower turnover and better financial
performance than
SHARETHE GUIDE!
Employees report being recognized for their work
as 20x more important than salary1
Companies that actively invest in workplace
culture yield nearly 2x the return over their
competitors…2
… and also report 65% less voluntary turnover,
saving an average of $21,000 per employee in
turnover costs3
13. The foundation and continuity of successful
company culture builds on the success of
Human Resources teams in one thing –
They can be anxious, exited and eager to
make a difference, but without an effective
onboarding program – new employees can
end up stagnating and not as productive as
they want to be in the first few months.
Offer
Acceptance
2 – 4 weeks
Start Date
Productive
Employee
• Unknown expectations
• No cultural alignment
• No validation of decision
• Unclear milestones
• Limited structured learning
• No goals or metrics
Pre-start1 Ramp-up3
0 – 12 months
Onboarding Workflows2
• 20 – 60 tasks with no core owner
• Cross department co-ordination
• Lack of process and consistency
1. Harvard Business Review - https://hbr.org/2015/03/technology-can-save-onboarding-from-itself
1 – 4 weeks
AND CULTURE STARTS WITH EMPLOYEE ONBOARDING.
Effective Employee Onboarding (link).
14. WHERE
COMPANIES
FAIL IN
EMPLOYEE
ONBOARDING?
The biggest failure in employee onboarding is often a lack of clarity around the
process, and a lack of understanding of the way the new employee is experiencing
the world.
Without a clear framework for new employees to understand company history,
brand messaging, core values, career trajectory, training programs or company
policies - they can be overwhelmed, confused, and feel unsupported. Go figure!
1. LACK OF PROCESS
2. NOTIMETO SHARPENTHE SAW,TOO BUSY SAWING
We get it, everyone’s busy. A consistent theme in today’s professional world is ‘So
much to do…. so little time’.
Everyone can get stuck in a time crunch, but that’s a dilemma we are faced with
every day. Everyone is super busy, but that’s no excuse. Be careful not to fall into
making one of the Top Five Employee Onboarding Mistakes (link).
SHARETHE GUIDE!
15. There are big, easy-wins in onboarding:
Start early and get paperwork completed before Day 1 -
ideally with an online e-signature solution for compliance
Provide employees with a deep understanding of company
values, the product and future roadmap
Teach them about the product, industry and competitors
Leverage the key social trends to get teams working
together
Get everyone accountable and owning their goals to hit
them faster
KILLER PROCESS
AROUND SIMPLE GOALS
THE GOAL FOR EMPLOYEE
ONBOARDING SUCCESS
SHOULD BETO DELIVER BEST
PRACTICES AND
INSTITUTIONAL KNOWLEDGE
THAT EMPLOYEES CAN
IMMEDIATELY PUTTO USE…
MEANINGYOU’LL ALSO
GENERATE ROI FROMYOUR
HIRING PROGRAMS SOONER.
SHARETHE GUIDE!
16. Accelerate
Assimilate
Accommodate Orientation + Payroll
Pre-boarding paperwork, Orientation, Payroll & Benefits
Productivity + Development
Onboarding Road-map, Check-ins, Training and Development, Coaching and Career Path
Culture + Engagement
Mission Vision Values, Company culture,, Workflows and Engagement
3
2
1
Engagement
Productivity
Happiness
LEARN MORE ABOUTTHE
HIERARCHYAT
TRYSAPLING.COM
MASLOW’S HIERARCHY OF NEW HIRE NEEDS
17. B U I L D V S BUY?
SAPLING Delivering Employee Onboarding Success
18. But the questions is that given your company is growing fast and everyone is already juggling
multiple responsibilities, how do HR leaders expect build an effective employee onboarding
experience from scratch?
Investing the right resources for getting into the flywheel of employee success early will increase
the chances that staff will continue to invest themselves in these efforts.
Great onboarding experiences for new employees will encourage those hires to extend the same
warm welcome to new teammates who come after them, creating a cycle of warmer staff
engagement.
BUILDINGVS BUYING AN
ONBOARDING SOLUTION
So now that we understand the importance of investing in employee onboarding success, we’re
going to take a look over the options on HR teams can deliver a best-in-class experience for your
employees.
Like most business decisions, you need to decide whether it makes sense to build or buy the
solution you need.
SHARETHE GUIDE!
19. Building and maintaining internal employee onboarding
systems can be a great way to encourage new employee
success.
By giving staff a native technology solution designed to
help them succeed, this can greatly improve employee
engagement and ultimately, company success.
It typically takes eight months for a newly hired
employee to reach full productivity.1
LEVERAGING
TECHNOLOGY
BALANCING COST, SPEED AND QUALITYPEOPLE MANAGEMENT
LEADERS NEEDTO BALANCE
QUALITY, COST AND SPEED.
QUALITY
COST SPEED
SHARETHE GUIDE!1. Hardvard Business Review (https://hbr.org/2015/03/technology-can-save-onboarding-from-itself)
20. To truly capitalize on the benefits of providing
a best-in-class employee onboarding,
companies should seek to leverage purpose-
built technology into their organizations.
Its not rocket science…. knowledge workers,
such as HR teams, spend an average of 41%
of their time on unimportant tasks!1
That’s an extra 16 hours per week you could
focus on the people, not the process.
WHY PURCHASE
AN EMPLOYEE
ONBOARDING
SOLUTION?
QUALITY: FOCUS RESOURCES ONYOUR CORE OPERATIONS
While your company's competitive advantages may stretch across many domains,
implementing and driving growth in employee experience success is likely not on the list.
Just as engineering teams use ticket tracking software (like Atlassian’s Jira) and marketing
teams use analytics software (like GoogleAnalytics), Human Resources teams should leverage
the best systems in the market.
COST: IN-HOUSE COSTS MORETIME AND MONEY
It’s not just people’s time and effort that you will be using - Employee Experience success
requires resources from nearly every company function to be successful.
Ask yourself - are you ready to invest the time and money in continuing to adopt the best
practices of tomorrow - or could you reduce overhead by leveraging a dedicated 3rd party
solution with continued product development to achieve your EX Goals.
SPEED: PATCHING LEAKS OR CHANGING VESSELS
Leaders can often fall trap to focusing their creative efforts on doing the best with what you
have, doubling down on the old school method of Powerpoints and playbook manuals.
If your boat is sinking, it can be more productive to focus your energy on changing vessels
rater than patching leaks. Quickly adapting an technology based employee onboarding
solution can be the best, most effective and scalable answer.
SHARETHE GUIDE!1. Hardvard Business Review (https://hbr.org/2013/09/make-time-for-the-work-that-matters)
21. H O W T O
EV A L U AT E A
S O L UT I O N ?SAPLING Delivering Employee Onboarding Success
22. Ready to investigate buying an employee onboarding
solution? Great.
But before we get started - it’s important to know that to get
buy-in from the CEO and other key decision makers, you’ll
need to convince them that an employee onboarding solution
makes sense on ROI basis.
READYTO DELIVER
EMPLOYEE
ONBOARDING
SUCCESS?
1. Determine Needs and Identify Success
2. ResearchVendors
3. Create and
Implement Plan
ROI-DRIVEN DECISION
MAKING PROCESS
4. Manage andTrack ROI
23. If you aren't clear on what key the needs are - you may end up selecting the wrong
vendor, or even worse - trying to change your definition of success to fit to the
new employee onboarding feature set!
The key questions that you should ask yourself are:
What problems am I trying to solve?
Which of these problems hurt the most?
How immediately do these problems need to be solved?
What support services will we require for implementation and on-going basis?
Which features are the deal-makers, and which are deal-breakers?
1. DETERMINE NEEDS
AND KNOW WHAT
SUCCESS LOOKS LIKE
THE FOUNDATION OF A
GOOD DECISION MAKING
PROCESS IS CLEAR
VISIBILITY OFYOUR NEEDS.
KNOWYOUR HRTECH
ROADMAP, AND
UNDERSTAND WHATYOUR
‘HRIS’ CAN AND CAN’T DO.
SHARETHE GUIDE!
24. Once you have a strong idea of what you need from your employee onboarding
solution, start researching online for products that could suit your needs.
In today’s world, it’s easy to scope out different offerings and schedule demos with
companies that align with your business goals, and the needs you have defined.
2. RESEARCH VENDORS INTHE MARKET
3. CREATE AND IMPLEMENTTHE PLAN
SAPLING
So now you’ve decided on the right vendor for your employee onboarding solution; now comes the fun
part - creating and implementing the plan for employee success.
An effective roll-out will come down to getting buy-in from the key stakeholders, confirming the
budget, aligning expectations, understanding if there are any customization requirements and when the
key features are needed to be in action… and most important - ensuring its the right product for your
organization.
SHARETHE GUIDE!
25. The positive impact of investing in and implementing
an employee onboarding solution can be massive, and
what gets measured, gets improved.
The principal focus on monitoring and tracking ROI
should be to identify trends and opportunities, and use
these to improve the process.
Regardless of how impressive some employee
onboarding solutions appear to be, data rules!
Make sure your Employee Experience success is
measured in quantitative terms.
Identifying the Costs Assessing the Benefits
Background
Identify and track all the relevant factors that
contribute to program costs
Understand where, when and how your
organization is incurring employee
experience costs
Include both explicit and implicit costs
Take the time to think through the real
opportunity cost.
Assess the benefits by understanding the
employee experience journey and the influence
on their success
WhattoConsider
Implementation costs – the costs incurred
getting the organization plugged into the
program
Maintenance costs - any ongoing salaries,
benefits and equipment involved
Opportunity costs - cost of time spent away
from the next best alternative
Onboarding - helping employees get ramped up
with the tools and skills they need to succeed
Engagement - increasing employee engagement
Retention - limiting the organizational ROI killer
- employee turnover
Training - Changes in skill-based outcomes, such
as improvement in quantity and quality of your
team’s output
Offboarding – the best employee onboarding
solutions have offboarding features
4. MONITOR AND
TRACK ROI
SHARETHE GUIDE!
26. When assessing the ROI of your employee onboarding
solution, aim high!
Compare your performance to the leaders in the industry and
seek to develop it as a competitive advantage.
Humans can often be complicated, thorny and messy - but
those qualities make the magic happen.
By creating the right process and frameworks for getting
your people confident, happy and productive - you can help
build and support long-term employee success.
WHERETO FROM HERE?
HAVE PATIENCE…
EMPLOYEE EXPERIENCE
SUCCESS WILL POSITIVELY
IMPACTTHE EFFECTIVENESS
AND PERFORMANCE OF
YOUR EMPLOYEES AND
ORGANIZATION.
MAKETHE INVESTMENT AND
TAKETHETIMETO GET IT
RIGHT.
SHARETHE GUIDE!
27. Want to See How Sapling’s Onboarding Solution
can Amplify your Employee Experience?
WE HOPETHIS GUIDE HELPSYOU IMPLEMENT
A GREAT EMPLOYEE ONBOARDING PROGRAM.
REQUEST A DEMO
28. Sapling enables companies to provide a simple, intuitive and consistent EmployeeOnboarding experience.
We’re focused on providing Employee Onboarding experience that amplifies the Employee Experience (EX).
EX is the way people in organizations engage and relate with the organization and each other. It’s the
journey of events, activities and development that an employee experiences through their life-cycle with the
company.
Over the past few years, the corporate world has seen an emergence of EX, which is now something that
managers and leaders need to focus on to attract, retain and grow talent. Decades ago, few companies
invested in the EX, because the power was retained firmly in the hands of employer.
Times have changed.The world has become more agile, more mobile and more connected than ever, and
employees now recognize that their skills and networks provide today's job security, not corporations.The
new frontier of People Management is employee engagement, satisfaction and development, that drives
company success. This all starts with EmployeeOnboarding.
Sapling’s software supports HR teams to build the foundation of scalable EX success, through supporting
better connected, more engaged and higher performing teams.
Learn more at www.trysapling.com
ABOUT SAPLING