Once you hire high-performers, how do you keep them? Transformational onboarding will help you protect your investment in talent, inspire a winning mindset and achieve a competitive advantage. This deck reveals the secrets of creating a personalized, powerful onboarding experience. These techniques will help you protect your ROI and convince top talent to stay with your organization.

1. Dawn Hollingworth, Cielo

2. Today’s Presenter: Dawn Hollingworth
• Director - Brand Strategy &
Creative Services
• 20+ years experience in creating
successful brand, engagement
and communication programmes
• Partnered with businesses
ranging from dynamic start-ups
to FTSE 100 companies

3. YES… is just the
beginning

4. of joiners make up their mind
during the first six months about
whether to leave
Leaving statistics
Sources: 1) Aberdeen Group Research 2) Equifax research 3) Forbes research
90%

5. of joiners leave voluntarily within
six months
Leaving statistics
Sources: 1) Aberdeen Group Research 2) Equifax research 3) Forbes research
40%

6. of turnover happens within
the first 45 days
Leaving statistics
Sources: 1) Aberdeen Group Research 2) Equifax research 3) Forbes research
Up to
20%

7. of salary for
low-grade jobs
Sources: 1) Equifax research 2) and 3) Aberdeen Group Research
16% to
20%
Cost to the business
Estimated average costs of turnover

8. of salary for entry-grade
professional service roles
Sources: 1) Equifax research 2) and 3) Aberdeen Group Research
Cost to the business
Estimated average costs of turnover
30% to
50%

9. of salary for
senior hires
Sources: 1) Equifax research 2) and 3) Aberdeen Group Research
Cost to the business
Estimated average costs of turnover
150% to
300%

10. My favourite statistic for cost of turnover
Source: Urbanbound research
£2.7 million
of top executives say they had a poor onboarding experience32%
for one top executive

11. Future-proof your ROI
Transformational onboarding will help you:
Protect your
investment
(and reduce your costs
of drop-out and attrition)
Inspire
a winning
mind-set
Achieve a
competitive
advantage

12. How?
How?
How?
How?
How?
How?
How?
How?
How?
How?

13. Maria started her
career on a fast-track
graduate programme.
She was promoted
several times in her
previous company
and is thrilled to be
starting her next
chapter with your
business
Maria Holland | Senior Manager, 35 years old
Background
• Completed her business training within a prestigious establishment
• Progressive careerist, with a great track record
Attitude and values
• Dedicated leader who excels at bringing out the best in her team
• Values work-life balance
• Thrives on making a difference
Brings to the party
• Terrific technical expertise
• Positive ‘can do’ attitude
• Strong network of contacts

14. Introducing the PERMA model:
Applied positive psychology
Positive Emotion
Engagement
Relationships
Meaning
Accomplishment / Achievement
PERMA

15. Experience: Ultimate onboarding
Introducing the new joiner journey:
 From accepting the offer to joining
 Week 1
 Month 1 event
 Months 2-6
Supporting success from the moment they say, “Yes”

16. Congratulations!
 Video card
 Link to Hub
Visit the
Welcome Hub
 On PC
 Phone or Tablet
From offer acceptance to joining:
1 2

17. From offer acceptance to joining:
A personalised experience on a fully branded hub
Explore the company’s vision and values
Understand the company heritage
Free your potential
Network and belong
Boost your personal brand
Accrue points for completing tasks
Feel special

18.  Set-up and basics done well
 Daily leadership emails
 More networking opportunities
 Goal-setting and planning
 Real-time engagement
Week 1:
Positive reinforcement
How was your day?
Why was that?

19.  Welcome and stimulus
 Join our journey – shape our future
 Values deep-dive – #atyourbest
 Ethics at work
 Information carousel – Q&A
 Break-out sessions
 Wrap-up and take-aways
Event | Taking it to the next level
Future-
focused
Digitally-
enabled
Business-
relevant

20. Lunch and learn series
 Success modelling
 Mastering business challenges
 Internal & external speakers
Personal brand-boosting roadshow
 Stylist
 Photo
 LinkedIn profile
 Social media strategy
 Personal impact tips
Months 2-6:
Ongoing engagement, inspiration and support
Ongoing calls, hub interaction, coaching…

21. Managers task
incentivised
Coaching workshops
for managers and
toolkits such as
checklists
Data insights and
themes played back to
core team and People
Leaders – available on
a daily, weekly,
monthly etc. basis
Content from events and
stories; internal
communications and attending
lunch and learns to engage the
wider talent population.
Confidence is infectious
Wider stakeholder experience - Highlights
People and
Hiring
Managers
Programme
Leaders
(HR and L&D)
Wider
organisation,
building
confidence
and pride

22. Delivering a win, win, win:
For you, for the individual and for the business
Positive Emotion
Engagement
Relationships
Meaning
Accomplishment / Achievement
PERMA
Winning Combination!
Transformational
Inspiring
EmpoweringConfidence
High-performance
Alignment

23. Delivering a win, win, win:
For you, for the individual and for the business
Supported and engaged managers
Empowering HR infrastructure
Informed and supported People Leaders
Greater
engagement
Reduced attrition
Improved
performance
Higher impact
Increased
attractiveness
Talent
YOU

24. Principles to remember:
Positive Emotion
Engagement
Relationships
Meaning
Accomplishment / Achievement
PERMA

25. Principles to remember:
Positive Emotion
Engagement
Relationships
Meaning
Accomplishment / Achievement
Warm welcome, personal touch, meaningful and
sustained interactions: VIP status.
Use storytelling to convey purpose, vision and values.
Involve leadership. Support strengths-based working.
Encourage and support networking. Empower hiring managers
to connect with impact. Provide mentors.
Bring ‘making a difference’ to life. Show how work supports
personal objectives.
Set SMART objectives. Recognise and reward success.
Show progression paths.
PERMA

26. of candidates who go through
onboarding stay at least three years
The rewards…
Benefits of onboarding
Sources: 1) and 2) Urbanbound research 3) Aberdeen group research
58%

27. of firms with standardised
onboarding report greater new hire
productivity
The rewards…
Benefits of onboarding
Sources: 1) and 2) Urbanbound research 3) Aberdeen group research
54%

28. extra firm-wide productivity is
enjoyed by firms with an engaged
workforce
The rewards…
Benefits of onboarding
Sources: 1) and 2) Urbanbound research 3) Aberdeen group research
40%

29. Q&A