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Onboarding For Results Nina Brebner, Solutions Consultant

Kirstie Greany, Learning Consultant

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ONBOARDING

1. Why do it?

The business case for getting it right

2. Whose needs does it aim to meet?

Organisation vs. employer needs

3. What makes good Onboarding?

A framework to help you

4. Your chance to devise a blend

Using the tips and tools we’ve discussed

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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

3

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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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CONTENTS

How long does your current Onboarding programme last for?

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Question 1

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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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CONTENTS

What does your organisation need from its Onboarding programme?

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Question 2

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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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CONTENTS

What are the needs of a new starter? (Think back to your first day/week)

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Question 3

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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

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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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CONTENTS

What learning strategies does your current Onboarding programme include? (Low/high empathy?)

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Question 4

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Group taskDesigning a blend with needs and the framework in mind

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Task details

• Review your brief

• Discuss and decide what cards (learning interventions) you will include in your blend and stick them up on your flipchart

• Consider if you’ve got the right balance: empathy and efficiency

• Play back your selection and explain why you chose what you did

20 mins

05 mins

TASK PLAYBACK

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CONTENTS

What learning strategies will you now look to use in Onboarding?

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Question 5

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Taking it forward

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10 onboarding must-dos

1. Begin with empathy 6. Make a difference with managers

2. Create and experience, not training 7. Gather feedback from new starters

3. Start onboarding before their start date 8. Build habits and behaviours

4. Make it outcome focused 9. Think big. Job shadowing in diff. roles?

5. Put people at its heart 10. Give it personality and brand

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CONTENTS

What other Onboarding must-dos would you add

to our list?

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Question 6

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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

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CONTENTS

What are your key take-aways from today’s session?

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Question 7