successful onboarding welcome aboard! - xenium...
TRANSCRIPT
Successful Onboarding
WELCOME ABOARD! DECEMBER 3, 2015
Presented by Molly Kelley, PHR Moderated by Brandon Laws
Housekeeping Items
1. 30-minute presentation &
15-minute Q&A
2. Slides & Recording available to attendees
3. Get alerts about new events, webinars
and content by subscribing at
xeniumhr.com
4. 1.0 HRCI Credit available. Email
[email protected] to get
certificate
Meet your presenter, Molly.
• Sr. HR Business Partner at Xenium HR
• Works with various small and medium
sized businesses across many
industries
• Trainer for Xenium clients and guests
• Loves to read; frequents HBR.org and
is an NPR super fan
Welcome & Agenda
Model from SHRM Foundation’s Onboarding Employees: Maximizing
Success Report 2010
Compliance
Connection Clarification
Culture
www.XeniumHR.com
Challenges Most Organizations –
• Place low value on successful onboarding
• Resist an investment of time, resources and planning
• Fail to train their management team on the value of onboarding
• Start onboarding with orientation, not from recruitment
Most Onboarding Programs –
• Focus on administration vs. engagement
• Fail to tie program to organization mission and goals
www.XeniumHR.com
Welcome Aboard COMPLIANCE
Nuts and Bolts • New hire/onboarding checklist
• Tour (don’t forget to address offsite locations)
• Organizational chart/who’s-who
• Departmental responsibilities
• Standard Operating Procedures (expense reports, timecards, vacation requests, payroll access, etc.)
• Benefits summary and contacts along with enrollment timeline (and ACA required document)
www.XeniumHR.com
Welcome AboardCLARIFICATION FROM
ING MANAGER
Setting Expectations What makes up Performance?
WHAT Should be done by when = Objectives, Goals HOW It should be done = Behaviors Together these define your Performance Expectations
www.XeniumHR.com
Relationship Building
Check-in / Coaching Meetings:
• Weekly 1 on 1 Meeting
• Establish Motivators
• Current Projects and Priorities with Status
Updates
• Accomplishments and Successes
• Challenges, Gaps or Need for Additional
Training
www.XeniumHR.com
Training Plan To Accomplish Goals, Managers Should -
• Review the job description to develop a detailed training plan
• Establish training experts and accountabilities within existing team
• Engage the team in the training plan – development opportunity
• Build in opportunities for self-directed training and empower your trainee
• Create and adhere to a training feedback loop
• Make it fun!
www.XeniumHR.com
Coaching & Feedback Types of Feedback:
Positive – reinforce good behavior, accomplishments (be generous)
Constructive – intended to change behavior (be proactive)
Be SAFE with your feedback -
Specific - tied to task
Appropriate – public or private?
Frequent & Timely – proactive v. reactive
Encouraging – builds on strengths
www.XeniumHR.com
Welcome AboardCULTURE
Culture How would current employees describe company culture?
• Consider developing culture commitments/understanding
• Ensure those norms are understood and LIVING BREATHING commitments
• Authentically address culture challenges/gaps
• Ask for observations and input - no one sees your culture more clearly than your new hires
www.XeniumHR.com
Managers as Culture Leaders
Manager-Employee relationship is crucial Be a “servant leader”
• Be approachable – face time with employees is important
• Listen with the intent to understand
• Ask them – “How am I doing as your manager?”
• Involve them in solving problems
Relationship leads to retention – employees often don’t quit organizations, they quit their manager
www.XeniumHR.com
Welcome Aboard CONNECTION
Mentoring Programs – Assigned or organic relationships
– Structured or informal
– Provides career opportunities that will encourage personal and
professional growth and improve job performance
– Career development, networking, coaching source or another
managerial perspective
– Serves as an opportunity to build relationships with other colleagues
and across all teams and departments
www.XeniumHR.com
Team Building
• What works? What doesn’t? • Formal? Informal?
– Starts in the onboarding process – group size should not exceed 12 new hires
– Offsite departmental activities (cooking class, wine tasting, etc.)
– Onsite company-wide/departmental activity (scavenger hunt, client/customer trivia, icebreakers)
www.XeniumHR.com
Tips & Reminders for Managers – Align employee and team goals with organizational goals
– Lead by example by exhibiting trust building behaviors to create solid working relationships
– Allocate time for development and coaching
– Find out what motivates your people and consistently recognize people for their contributions
– Onboarding efforts are most successful when driven by more than one teammate, but led by the employee’s manager
– Find a buddy/mentor
– Get to know your folks
– Utilize the four C’s – compliance, clarification, culture, connection
www.XeniumHR.com
Questions? Enter your question for Molly into the chat window on the gotowebinar panel
www.XeniumHR.com
Thank you!
www.XeniumHR.com
Articles, Whitepapers & other
free content at xeniumhr.com/blog
Podcasts on iTunes, or visit xeniumhr.com/podcast
Webinar recordings at xeniumhr.com/webinars
General Email: [email protected]
Molly: [email protected]
Brandon: [email protected]