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On-Boarding
Preparing your
Employees for Success
What is On-Boarding?
• Onboarding is a process that ensures you
develop a content, productive and engaged
employee. Onboarding should convey your
organizational brand and values, explain your
people and professional culture, align
institutional expectations and performance
and provide the tools for the employee to
accelerate their time to performance.
What On-Boarding is not….
• Onboarding is more than just a new hire
orientation. Although the orientation step
allows you to collect all relevant human
resources, payroll and benefits forms, it
provides little to no guidance on helping the
employee to become productive on the job.
Employees routinely leave orientation not
understanding how they fit in the big picture.
Take time to
explain what
your business
does and, more
importantly
why it does it
Help the
employee to
understand
their role in
making the
business a
success
Create and
implement
programs that
get your new
employees up
to speed fast
Explain your
Purpose
statement and
Guiding
Principles and
give examples
Explain
the
Business
Indoctrinate
them into
the Culture
Forge a
Connection
Accelerate
Time to
Performance
The On-Boarding Process
Employees
talking with
Employees
Explain your
culture, your
guiding principles,
and have
employees share
their personal
experiences
Meet and Greets
with executive
team
People want to
know who they
are working for
and ensure that
the team knows
them
Orientation
Think about
incorporating
different
mediums like a
video and recent
press releases
On-the–job
training
Formalize a
Buddy System
and identify
SME’s who will be
responsible for
getting the new
hire up to speed
Explain
the
Business
Time to
Performance
Forge a
Connection
Culture
Benefits of Crowdsourced Recruitment
On-Boarding Statistics – from Lessonly
• Employees who attended a formal on-boarding program were 69% more likely
to remain with the company for three years
• 25 percent of companies admitted that their onboarding program does not
include any form of training, which leads to a loss of 60 percent of a
company’s entire workforce
• Approximately 35 percent of companies spend zero dollars on onboarding. The
idea of spending roughly $11,000 to hire someone and zero dollars on making
them productive within a company is detrimental and certainly a bad move
• 60 percent of companies indicated that they do not set any milestones or
concrete goals for new hires to attain
• Organizations with a standard onboarding process experience 54 percent
greater new hire productivity and 50 percent greater new hire retention
Forming- includes Orientation and will last 1-5 days
Storming- learning their job; will last 1-2 months
Norming- becoming competent; will last 3-6 months
Performing- fully competent- will last from 6 months- termination
4
3
2
1
Stages of On-Boarding
Onboarding

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Onboarding

  • 2. What is On-Boarding? • Onboarding is a process that ensures you develop a content, productive and engaged employee. Onboarding should convey your organizational brand and values, explain your people and professional culture, align institutional expectations and performance and provide the tools for the employee to accelerate their time to performance.
  • 3. What On-Boarding is not…. • Onboarding is more than just a new hire orientation. Although the orientation step allows you to collect all relevant human resources, payroll and benefits forms, it provides little to no guidance on helping the employee to become productive on the job. Employees routinely leave orientation not understanding how they fit in the big picture.
  • 4. Take time to explain what your business does and, more importantly why it does it Help the employee to understand their role in making the business a success Create and implement programs that get your new employees up to speed fast Explain your Purpose statement and Guiding Principles and give examples Explain the Business Indoctrinate them into the Culture Forge a Connection Accelerate Time to Performance The On-Boarding Process
  • 5. Employees talking with Employees Explain your culture, your guiding principles, and have employees share their personal experiences Meet and Greets with executive team People want to know who they are working for and ensure that the team knows them Orientation Think about incorporating different mediums like a video and recent press releases On-the–job training Formalize a Buddy System and identify SME’s who will be responsible for getting the new hire up to speed Explain the Business Time to Performance Forge a Connection Culture Benefits of Crowdsourced Recruitment
  • 6. On-Boarding Statistics – from Lessonly • Employees who attended a formal on-boarding program were 69% more likely to remain with the company for three years • 25 percent of companies admitted that their onboarding program does not include any form of training, which leads to a loss of 60 percent of a company’s entire workforce • Approximately 35 percent of companies spend zero dollars on onboarding. The idea of spending roughly $11,000 to hire someone and zero dollars on making them productive within a company is detrimental and certainly a bad move • 60 percent of companies indicated that they do not set any milestones or concrete goals for new hires to attain • Organizations with a standard onboarding process experience 54 percent greater new hire productivity and 50 percent greater new hire retention
  • 7. Forming- includes Orientation and will last 1-5 days Storming- learning their job; will last 1-2 months Norming- becoming competent; will last 3-6 months Performing- fully competent- will last from 6 months- termination 4 3 2 1 Stages of On-Boarding