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.

1. onboarding
with appreciation
HIRING

2. How were you
welcomed on your
first day at your
job? We call that
onboarding.

3. One vice president of
human resources for
a mid-sized regional
bank remembers
her onboarding
experience this way:
Not knowing
where to park
Having to track
down a desk
Uncertainty
about where to
eat lunch
Zero technical
support with a
new computer

4. Imagine how it might have been for others.
This employee joined the
company as management.
Today, only 15% of
organizations extend their
onboarding programs
beyond 6 months, down
from 20% in 2012.
Even more startling, only 2% of organizations
extend their onboarding efforts to a full year.
20%
15%

5. This is all of special concern
since Workforce reports that
57% of frontline
voluntary turnover is
comprised of those
with less than one
year of experience.
BTS INSIGHTS Practical Onboarding: How to Quickly Develop BTS High Performing, Engaged Employees

6. So how can businesses
improve their
onboarding efforts?

7. Create an effective
onboarding strategy
that combines tactics
with appreciation.
What does this mean?

8. It means your appreciation
strategy becomes more than
just a way of saying thank you.
It becomes a toolset that communicates
what matters most to your organization
by creating mechanisms to build
awareness around great work.
+

9. These are more difficult to check off a list.
Then equip mentors and managers
to keep an ongoing dialogue
focused on your new hire’s
contributions and achievements
throughout their first year.
Set the tone even before the
employee walks in the door with
great pre-boarding communications.
Let’s look at some specific examples of this in action.

10. Pre-hire
managers
should:
Ensure pre-hire
packages are sent.
Select a mentor
who will connect
well with your new
hire's personality.
Meet early with
the mentor to
clarify roles and
set expectations.

11. Greet the new hire
when they first
arrive and check in
throughout the day.
Introduce and introduce
again. Remind new
hires of people they've
met already.
On day 1 mentors should:

12. Check in with the
mentor and
ensure all training
and probationary
requirements are
complete.
Survey the
employee about
their onboarding
experience. This
provides valuable
information for
future hires.
At 30, 60 & 90 days managers should:
?
Click here to visit the full onboarding program chart.

13. Don’t stop now. Extend
the experience for the
rest of the year.
According to Aberdeen, 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.

14. Appreciation Opportunities
6 months is a milestone that should be
celebrated. Create an opportunity to
pause with the team and acknowledge
both the new hire and their mentor.
Honor the progress and contributions
that have been made by both
individuals. Invite the new hire to
recognize the mentor and talk about
their great work.

15. Research from the Cicero Group
reveals the mindset of employees in
their first year is around feelings of
accomplishment and pride, “I’ve been
a sponge. I’ve soaked it all up!”
87% of those who receive strong
recognition have a strong relationship
with their direct managers.
The same research also reveals

16. These are more difficult to check off a list.
Celebrate all that has been achieved. This will
further reinforce and confirm you are a culture
that welcomes and grows new talent.
Invite the mentor and other team members to
speak and recognize the employee’s impact.
Don’t forget to recognize the mentor. This
employee’s success is also their own. Celebrating
their contributions will make the mentor feel
valued and will also inspire others to jump in and
help future new hires.
Plan a celebration to mark
the end of the first Year.

17. Get the latest recognition insights and best practices.
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18. O.C. TANNER AND THE O.C. TANNER INSTITUTE
O. C. Tanner helps the world inspire and appreciate great work.
Through our innovative cloud-based software, tools, awards,
education, and research, we provide thought leadership and strategic
recognition solutions for thousands of clients globally. Designed to
engage talent, increase performance, and drive corporate goals, our
solutions create personalized recognition experiences delivered
through a smart technology platform.
The O.C. Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition, engagement,
leadership, culture, human values, and sound business principles.