3. Reflect on your Onboarding Experience
What contributed to make
the experience positive or negative?
4. 7out of 10 workers admit that they search
for jobs as part of their “regular routine” and
35% say that they say that they start
searching for a new job within weeks of
starting a new position.
Ineffective Onboarding Leaves Gaps
Source: CareerBuilder 2012 study of more than 5,500 job seekers and 2,700 recruiters in North American & Canada
5. Learning Objectives
By the close of this session, learners will be able to:
Describe the characteristics of new hire orientation and the onboarding
process.
List the benefits of an onboarding process.
Describe a leader’s role and responsibility in the onboarding process.
Describe the benefits of an Onboarding Partner program.
Develop an action plan for implementing the onboarding process within
your department.
6. Workshop Outline
MODULE 1
MODULE 2
MODULE 3
MODULE 4
MODULE 5
Characteristics of New Hire Orientation and Onboarding
Benefits of the Onboarding Process
Leader’s Role and Responsibility in the Onboarding Process
Benefits of an Onboarding Partner
Action Plan to the Implementing an Onboarding Process
8. Activity#1
MODULE 1
Recall your onboarding and new hire orientation experience at a company.
Question: Based on your experience, what is the difference between new hire
orientation and an onboarding process?
Category New Hire Orientation Onboarding
Timing 1 day event Ongoing systematic process; extends beyond a day
Message (goals) Focus on administrative issues Fosters a feeling of belonging
Results (outcomes)
Complete administrative documentation
Knowledge of policies and procedures
Helps build open communication Employer Employee
Speeds time-to productivity
Supports retention, engagement, and employee satisfaction
MODULE 2 MODULE 3 MODULE 4 MODULE 5 RESOURCES
9. Onboarding Overview
MODULE 1 MODULE 2 MODULE 3 MODULE 4 MODULE 5 RESOURCES
Onboarding: is the process through which new employees acquire the
necessary knowledge, skills, and behaviors to do their jobs effectively.
Involves integrating new hires into the organization and preparing them to
succeed at their job.
Designed to ensure that the new hire embodies the desired organizational
culture and vision.
Promotes beneficial and positive connections before and after employment
begins.
13. How Long Does It Take An Employee to Decide
to Stay or Leave?
22% of NEW HIRES DO NOT
RETURN AFTER 45 DAYSOF
EMPLOYMENT
ON AVERAGE IT ONLY TAKES
AN EMPLOYEE 21 DAYS
TO KNOW IF THEY FEEL AT
HOME
70% OF NEW HIRES MAKE THE
DECISION TO STAY/LEAVE IN THE
FIRST 6-MONTHS
7OUT OF 10
EMPLOYEES ARE NOT
ENGAGED
SOLUTION:
58% OF EEs THAT EXPERIENCE
A STRUCTURED ONBOARDING
PROCESS ARE LIKELY TO STAY
AFTER 3 YEARS
14. Activity #2
List 1 benefit of the onboarding process for leaders and new hires for the three categories below:
MODULE 2 MODULE 3 MODULE 4 MODULE 5 RESOURCESMODULE 1
Category New Hire Leader
Turnover/Retention
New hire is confident about the decision to join
the organization and stays
Leader keeps new hire and reduces financial
loss, moral of team remains high
Engagement
Employee feels a part of the team and is
committed to work
Leader has a cohesive team where all members
are committed and motivated to perform
Time to productivity
Employee is better equipped to performjob
duties
Leader can meet departmental goals when
employee is productive
Category New Hire Leader
Turnover/Retention
Engagement
Time to productivity
15. • Effective onboarding
connects new hires to
PHN’s vision and mission
more quickly and with
more enthusiasm
Increased Mission & Vision
• New hires feel connected
to team members more
quickly which enhances
employee engagement.
Team Engagement
• New employees experience
faster learning curves, which
results in the new hire
mastery of performance
competencies more quickly.
Faster Learning Curve
• The process greatly
reduces voluntary
turnover rates and vastly
improves the success of
the recruiting process.
Benefits of the Onboarding Process
Reduced Employee Turnover
16. • It results in higher
employee on-the-job
satisfaction and long-term
retention.
Higher Retention Rates
• It enhances managers and
coworkers capacity to
promote team cohesion
and build high
performance teams.
Strong Team Cohesion
• It increases new hire
commitment to perform
tasks and responsibilities
proficiently.
Increased Productivity
Benefits of the Onboarding Process
18. 1
2
3
4
*Module 4 outlines the Onboarding
Partner.
*Module 5 we provide a checklist of
specific tasks to achieve these
objectives
Tips & Resources
Activity #3
Brainstorm objectives that leaders should complete during the onboarding process.
Establish clear understanding of
departmental/organizational goals
Clarify role and expectations; identify what success looks like
Provide challenges and development opportunities to for a
productive career early on
Introduce key contacts, peers, and assign an Onboarding
Partner
5 Establish a clear sense of belonging
6 Consistently provide feedback and perform scheduled
check-ins
20. Activity #4
Brainstorm the benefits an onboarding partner provides to a leader, new hire, and partner.
MODULE 2 MODULE 3 MODULE 4 MODULE 5 RESOURCESMODULE 1
Category Benefits
Leader Provides a support to the leader to assist new hire with general questions when unavailable..
New Hire A peer ask those questions one believes is a “stupid question” without the sense of shame.
Onboarding Partner
An opportunity to give back to the organization and step into a leadership role.
An opportunity to support team cohesion by assisting in assimilating a new hire to the team and
organization.
Category Benefits
Leader
New Hire
Onboarding Partner
21. The Onboarding Partner Program matches new hires with an experienced staff member(s) for
their first few months of employment.
CONTACT
Provide the new hire
with a point of contact
for general inquiries
RELATIONSHIP
Foster a comfortable
relationship with team
and peers
CULTURE
Partner with someone
who is familiar with the
organizational culture,
norms, and
expectations
MODULE 1 MODULE 2 MODULE 5 RESOURCESMODULE 3 MODULE 4
22. Onboarding Partner Selection
MODULE 4Module 4
Selecting a
Partner
When selecting an onboarding partner, the ideal
candidate should:
Demonstrate high performance; be a positive role
model
Be a peer (not the supervisor)
Have a professional presence and demeanor
Possess excellent communication and interpersonal
skills
Demonstrate a commitment to PHN’s vision and mission
Be an effective source of advice and encouragement
Have been employed more than one year (preferably)
Be familiar with the new hire’s role and responsibilities
MODULE 1 MODULE 2 MODULE 5 RESOURCESMODULE 3
23. Leader’s Responsibility
• Ensure the Onboarding Partner has time to be
accessible to the new employee
• Provide the Onboarding Partner with the tools
needed to be effective (e.g., skills in coaching,
feedback, communication)
• Monitor the Onboarding Partner – employee
relationship and evaluate program
MODULE 4MODULE 1 MODULE 2 MODULE 5 RESOURCESMODULE 3
24. MODULE 4Module 4
General advice
Encouragement
Positive attitude
Honest feedback
Clear and concise information
Help in understanding the culture of PHN
Knowledge of where to locate information
Assistance in building networks and gain
insight
Establishment of the best form of
communication - email, telephone, in-
person
MODULE 1 MODULE 2 MODULE 5 RESOURCESMODULE 3
What a New Hire Expects from the
Onboarding Partner:
26. Activity #5
Use the blank checklist to develop the tasks you need to complete during the onboarding period for new
hires in your department:
MODULE 3 MODULE 4 MODULE 5 RESOURCESMODULE 1 MODULE 2
Pre-Employment
Day 1
Week 1
30-Day
60-Day
90-Day
MODULE 3 RESOURCES
27. RESOURCES
RESOURCESMODULE 1 MODULE 2 MODULE 3 MODULE 4 MODULE 5
Onboarding Guide for Leaders
Onboarding Partner Guideline
Leader’s Onboarding Checklist
Contact Education & Training
Onboarding Survey Results 2016
Onboarding Case Study
Access these resources directly from the Watercooler intranet
28. References
Booz Allen Hamilton (2008). Getting On Board; a Model for Integrating and
Engagement New Employees. Booz Allen Hamilton.
StaffingAdvisors.com, Get ‘Em Started Right: Enhancing Performance and
Retention through Effective Onboarding.
http://www.govexec.com/excellence/2012/09/five-guidelines-effective-
government-training/57836/
Four Keys to Effective Onboarding. Nov/Dec 2011., Healthcare Executive., Vol.
26. Issue 6, p44-44. 1p.
