The What of New Hire Orientation - Post-New Hire Orientation Procedure
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So you made it through new hire orientation. Now what?
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The What of New Hire Orientation - Post-New Hire Orientation Procedure
- 1. The What of New Hire Orientation – Post-New Hire Orientation Procedure Megan Last December 14, 2017
- 2. 2 Welcome! Introductions • Jen Wintrow, producer • Megan Last, facilitator • Attendees
- 3. 3 Session 4 of 4 Perspective of the New Hire • September 14, 2017 Perspective of the Employer • October 12, 2017 Content of New Hire Orientation • November 15, 2017 Post-New Hire Orientation Procedure • December 14, 2017
- 4. 4 Objectives 1. Determine elements that ensure a smooth transition for new hires 2. Provide opportunities for the new hire to connect with others 3. Measure the success of your new hire orientation program
- 5. 5 Discussion What are the benefits to the new hire and the employer of providing post- new hire orientation information and events? • Creates a supportive environment
- 6. 6 Determine the elements that ensure a smooth transition for new hires
- 7. 7 Poll The onboarding program at my organization lasts…
- 8. 8 Elements To Consider… • How long do you onboard?
- 9. 9 Elements To Consider… • How long do you onboard? • What topics and/or meetings are included? At what frequency?
- 10. 10 Elements To Consider… • How long do you onboard? • What topics and/or meetings are included? At what frequency? • How do you ease the new hire into their new position?
- 11. 11 Provide opportunities for the new hire to connect with others
- 12. 12 Discussion Who should a new hire connect with as part of the onboarding process? • Manager
- 13. 13 Connect With…
- 14. 14 Connect With…
- 15. 15 Connect With…
- 16. 16 Connect With…
- 17. 17 Connect With…
- 18. 18 Connect With…
- 19. 19 Connect With…
- 20. 20 Measure the success of your new hire orientation program
- 21. 21 Measure The Success • Identify quantitative versus qualitative data • Determine baselines • Create, distribute, analyze and share evaluation
- 22. 22 Measure The Success • Identify quantitative versus qualitative data • Determine baselines • Create, distribute, analyze and share evaluation
- 23. 23 How do we get started?
- 24. 24 Get Started • Interview others • Consider each new hire as an individual • Honor your organization, culture and industry • Put your best foot forward to welcome and retain the new hire • Skoda Minotti is here to help
- 25. 25 Resources • The First 90 Days Will Make or Break Your New Hire – Amy Hirsh Robinson, SHRM workshop • Onboarding Is Critical – Patty Gaul – ATD article • A Proper Introduction – Deadra Welcome – ATD article • Employee Orientation: Keeping New Hires on Board – Judith Brown – thebalance.com • The First 90 Days are “Make or Break” – gnapartners.com • How Not to Lose Your New Hires In Their First 45 Days – Melissa Llarena – forbes.com
- 26. 26 Conclusion 1. Determined elements that ensure a smooth transition for new hires 2. Provided opportunities for the new hire to connect with others 3. Measured the success of your new hire orientation program
- 27. 27 Session 4 of 4 Perspective of the New Hire • September 14, 2017 Perspective of the Employer • October 12, 2017 Content of New Hire Orientation • November 15, 2017 Post-New Hire Orientation Procedure • December 14, 2017
- 28. 28 Train the Trainer • Three interactive days – February 20 – 22, 2018 • Subject Matter Experts (SMEs) and trainers • Create high-impact experiences and materials • Westlake, Ohio • A discount for you!
- 29. 29 Questions
- 30. 30 Contact Megan Last, CPLP Senior Learning & Organizational Development Specialist (440) 605-7191 mlast@skodaminotti.com
Editor's Notes
- Jen: Introduce herself Introduce Skoda Minotti Introduce environment (chat, poll, etc.) Introduce Megan
- Welcome Jen is producer Megan’s introduction 12 years An advocate for new hires Attendees NHO advocates too! Roles within NHO 1 and only Recruiting Connected on LinkedIn group Let’s take a look at the entire webinar series…
- “4 secrets that will differentiate your onboarding experience and help retain your top talent” – this is secret #4… the post NHO procedure Main secret from #1 Consider each new hire as an individual Main secrets from #2 Appropriate scheduling (yearly vs per session) creates transparency All of your employees are ambassadors to the new hire Checklists create consistency and accountability Main secrets from #3 – THANK YOU JEN! Thoughtfully schedule practical and fun, get-to-know you topics Series provides tools and resources to improve an existing NHO program This session recorded Review later For those who could not join us Let’s look at our objectives…
- Objectives OUR GOAL: Peek behind the Skoda Minotti curtain Let’s hear from you through a chat…
- Activity TYPE RESPONSES IN CHAT What are the benefits to the new hire and the employer of providing post New Hire Orientation information and events? Expands the onboarding process Fosters relationships with others Makes them continue to feel welcomed Shares non-critical information Further assimilate into culture Reduces turnover Let’s take a look at our first objective…
- Webinar #1 = difference between onboarding (journey) and NHO (scheduled event) Functions: Identifying and recruiting Giving new hires the tools they need to work Helping new hires work well with others Helping new hires and their teams achieve success With those differences in mind, let’s start out with a poll…
- Activity POLL FEATURE The onboarding program at my organization is… 1-2 weeks 3-4 weeks 1-2 months 3-6 months 6-12 months Over 1 year SM curtain: lasts 6 months
- How long do you onboard? 30, 60, 90 days up to 1 year May vary based on your industry Skoda Minotti curtain: 6 months
- What topics and/or meetings are included? At what frequency? Topics Need To Know Critical information Often led by trainer Example: guided building tour Nice To Know Could be self-paced or online (Webinar #2 = scheduling topics) Example: how to sign up for community involvement opportunities Review company handbook, policies and procedures Safety/Compliance training Visiting different locations Measure performance Process Frequency / Timeline Those involved Exposure to products Encourage them to be sincere supporters P&G example (health care items (toothpaste, hair care) and home care items (detergent, air fresheners)) Social media profiles Introductions to other departments Interactions with others Frequency Consider essential vs non-essential topics Frequency of events – intro to performance appraisal process
- How do you ease the new hire into their new position? You may have to partner with receiving manager to help select first task Set them up for success Task should leverage their strengths and experience Connect the dots as to how this task fits into the overall department’s contributions and ultimately company’s success (Webinar #1 = millennials eager to know how their contributions fit into big picture) Encourage innovative thinking and asking “why is it done this way?” Establish checkpoints along the way to due date Next objective…
- Activity TYPE RESPONSES IN CHAT Who should a new hire connect with as part of the onboarding process? Manager Department / Team / Neighbors Leaders Human Resources Buddy / Mentor As we discuss many of these connections, you also have to think about the most appropriate time and topics (accounting at month end)
- Review job description How their role fits into department and how department fits into company Discuss department policies/culture – hours, order supplies, PTO, overtime, holidays, potlucks, etc. Open an IT ticket Identify any scheduled rotations, shadowing, etc. Introduce department’s team goals, major projects, key clients, recurring schedules (team meetings), etc. Write a career development plan All levels benefit from a career development plan Include S.M.A.R.T. goals Write it for the individual (not exclusively for the generation or career level) Do not ignore the needs of top executive, senior-career and mid-career employees Map out future training Set agenda for future touchpoints – 30, 60, 90 days Feedback on their performance Celebrate successes Provide guidance, as needed Adjust S.M.A.R.T. goals, as needed Note: You/HR may have to train the mangers who are receiving new hires on making a new hire feel welcome, the above topics, frequency of discussions, etc.
- Casual conversation Flow of work What is it like to work: With this manager In this industry In this culture Department Company
- Coffee maker Closest printer Name plate Lime green nameplate for first 90 days (like driver’s license) Afterwards standard nameplate No “cubicle world” NEXT SLIDE…– neighbors who work on the same floor, stand in the same production line, drive the forklift, etc.
- Neighbors who work on the same floor, stand in the same production line, drive the forklift, etc.
- CEO Other department leaders
- Buddies Mentors Ambassadors (Webinar #2) Other new hires Networking events Mixers Volunteer events
- Develop the relationship with HR and the new hire How they are adapting to culture Challenges that they have faced and outcomes Any feedback they have about their experiences (separate from survey feedback) Stay interviews Standard, structured questions asked in a conversational manner Deciding on your probationary period May have been communicated at hiring time but worth repeating What happens during this period? New hire is determining if the position meets their expectations Employer is determining if the new hire possess the knowledge skills and competencies to be successful Offer to meet periodically / open door Last objective…
- Identify quantitative vs qualitative data Quantitative Numbers, measurements, comparisons Can be done with surveys, polls, productivity reports, etc. Qualitative Human element Assimilation (new hire to team and team to new hire) Emotional connection to the company Can be done in conversations with HR, manager, etc. Determine baselines Employee satisfaction Retention / Turnover rates (can even start comparing as recently as 3 months) Productivity of teams Took team of 3 seasoned employees 4 days to make 1 widget Took team of 3 seasoned employees + 1 new hire 3 days to make 1 widget
- Create, distribute, analyze and share evaluation Create Determine what you’re measuring Craft questions Identify a “vehicle” (surveys {paper or online}, polls, etc.) When to send it SM curtain: after 30 days Distribute Request feedback Provide a WIIFM Help future new hires Enter into prize drawing Identify deadline SM curtain: 5 business days Analyze Compare to previous Determine the ROI from baselines Share Comments/improvements Trainers Management HR ROI Management / HR You might be asking yourself…all four webinars…how do we get started…
- Whether you are creating or improving, there are lots of resources available. Interview others Past new hires Seasoned employees Management Ask them What do new hires need to know about us to make them comfortable here? What impression and impact do we want to have on a new hire? What policies and procedures must new hires be aware of on the first day? What positive experience can we provide that the new hire would discuss with her family at the end of the first day of work? How can we help prepare the new hire's supervisor for their arrival and helping them to feel welcome? Consider each new hire as an individual (Webinar #1) Honor your organization, culture and industry Retail is different from health care or accounting There is no one size fits all Put your best foot forward to welcome and retain the new hire Skoda Minotti is here to help From small tweaks to building from scratch Jen and I and myself are happy to assist
- In addition to my own experiences, these are some resources that were referenced or quoted in today’s webinar.
- Conclusion
- The 4 secrets that will differentiate your onboarding experience and help retain your top talent. Train the Trainer (Webinar #2) Covered a lot of topics today Might not know where to start Start small and try to implement one or two new concepts We provide HR consulting services (such as these) to clients and would be happy to help you
- Conclusion
- Survey, checklist and recording sent this week or early next week