onboarding for results webinar - city & guilds kineo - july 10, 2014

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Onboarding For Results Nina Brebner, Solutions Consultant

Kirstie Greany, Learning Consultant 10/07/14

Share with us: @kineo, #kineoinsights

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ONBOARDING

1. Why do it?

The business case for getting it right

2. What is good Onboarding?

Looking at whose needs it aims to meet

3. How do it?

Some practical advice and examples

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What do we mean by onboarding?

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“The mechanism through which new employees acquire the necessary knowledge, skills, and behaviours to

become effective organisational members.”

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Why onboard?The business case

Why quality counts

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Quick question

What percentage of people leave their organisation within the first year?

X

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It’s also the case…

22% of staff turnover occurs in the first six weeks

Wynhurst Group & PWC

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Staff turnover isn’t to be gawped at…

How much does it cost an organisation to lose someone in their first year?

1.5

2

3

their salaryX

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The potential costs…

£42bn

a year

3 x their

salary

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Why are we telling you this?

Aberdeen Consulting US

Bel

ow

ave

rag

eA

bo

ve a

vera

ge

Effect of onboarding on retention

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What is good onboarding?

Organisations vs. individuals’ needs

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Organisation vs. new recruits’ needs

Vs.

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What does an organisation need?A Maslow-like hierarchy

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What about new starters?

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What about new starters?

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Surely we really want…

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What an individual needs

.Support and personal development

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Need people to get up to speed quickly. Give them everything, in one go, right?

Crave feelings.People key to this – esp. managers

Potential conflict?

New recruitsOrganisations

“There’s a packet of information from human resources, emblazoned with

the firm’s logo…The underlying message: Welcome. You should be

proud to work here. Please fit in accordingly.”

Forbes

They were hired for who they are, as much as what they can do.

They also want to be listened to and valued.

EFFICIENCY EMPATHY

2020

Efficiency & Empathy

A framework to use

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High efficiency

High empathyLow empathy

Low efficiency

• coaching/mentoring• job shadowing• observed tasks• group sessions

• new starter app• digitalised stories• forums; social media• simulations; games• virtual classrooms

• online tests, quizzes• interactive process• generic training e.g.

compliance• welcome video

• 1-way classroom• info-based webcasts

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OnboardingHow to?Some examples

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In this section we look at …

• How to organise a programme as large as onboarding

• Walk through a sample blend

• The use of technology in the blend

• Relate it all back to the efficiency & empathy framework

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Organising your onboarding programme

• Build a visual of the present

• Explore and learn about different delivery mechanisms

• Build a visual of the future

• Examine the Persona’s/Learner Type

• Start to build the onboarding programme

Activist

Reflector

Theorist

Pragmatist

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e

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High efficiency

High empathyLow empathy

Low efficiency

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Knowledge Sharing Repository

High Efficiency/High Empathy

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Digitalised Stories, Day in a

life anecdotes

High Efficiency/High Empathy

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Milestones recognised

High Empathy

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• Digital resources• Case studies• Mixture of

behavioural, values & practical

• Leaders Welcome video

• Processes & Guides• Digital Simulations,

Games & Scenario’s• Online feedback

loops & insights• Assignments,

articles, reports & evaluations

High-Low Efficiency/High-Low Empathy

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A mentors view, for assessment & grading

Low Efficiency/High Empathy

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Digital Simulations. Games & resources

High Efficiency

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Engaging PDF’s downloads

High Efficiency/Low Empathy

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10 take away must-dos

To help you

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Recommended must-dos

1. Begin with empathy

2. Create an experience, not training

3. Start before the start date

4. Make it outcome focused

5. Put people at its heart

6. Make a difference with managers

7. Gather feedback

8. Build habits

9. Think big – beyond role

10. Give it personality

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Next Steps• Download our new onboarding guide

• Chat with us further about our onboarding services:

• Consultancy• Design• Elearning and platforms

• Share your thoughts with us @kineo, #kineoinsights