Onboarding Program

First impressions do matter.

An effective onboarding program doesn’t end on the Friday of your new employees’ first week on the job. Onboarding continues over the span of several months and significantly influences how employees feel about your organization and its promises.

According to Gallup’s 2016 State of the Workplace study only 12% of employees believe their organization does a great job of onboarding new employees.

Add to this a recent increase in the “quit” rate amongst Millennials and first year turnover rates ranging from 14%-65% (depending on the industry) and it’s not hard to understand how companies are paying a staggering $245 billion/year in new talent acquisition costs.

1.

Prevent Unnecessary Turnover - identify issues before they escalate with

scheduled check-ins and pulse surveys at the 60 and 180 day points.

2.

Turn New Employees Into Your Best Ambassadors - use social tools and

company branded items to recognize and reward your new employees for

actions that reflect your culture and values.

3. Improve Communication and Teamwork - use social onboarding tools so

peers can welcome new hires, facilitating interactions critical for social

acceptance.

• Assign and train a manager on new employee’s onboarding program to track new employee’s first year on the job

• Appoint a Brand Ambassador who is also vested in the new hires’ success and can answer questions, assist with socializing and provide a positive impression of your organization

D A T EStart

Before

• New employee receives a company branded welcome card with your core values and mission statement. You can include a cafeteria or café gift card to encourage new hire to invite colleague for coffee

• If technology available, publicly welcome your new employee and encourage others to do the same through the dashboard or Intranet

O N EWeekWelcome!

• Manager presents employee with a company branded, initialized key chain along with a note of thanks and survey instructions

• New hire invited to complete a Survey to highlight any struggles employees are having early onDAYS

30Questions about the recruiting process, how the first day met employee’s expectations, whether he/she is struggling with any issues related to technology, etc (scaled questions with one open field)

• Automated Reminder for new hires to complete survey

DAYS60BY

BY

DAYS90 • Manager to have meeting to discuss employee’s progress

and any red flags from the survey

Opportunity to ask a new employee upfront about what motivates them and how they like to be managed

Pages can be customized with your core values and mission statement

• Manager to present employee with an branded journal with their initials

BY

DAYS180 • New employee invited to complete 2nd Survey

Questions related to having necessary tools to complete his/her job, impressions and goals

BY

• Manager to have meeting to discuss employee’s progress and any red flags from the surveyDAYS

240BY

• Manager presents new hire with a First Year Service Anniversary Lucite award, personalized certificate and thank you message in a Celebration gift box YEAR

1BY