Overview
You've made your decision about whom to hire.You've gotten them
excited about their new job. You're excited about what they can bring to
your team. Now what?If you're like most good organizations, you're
doing something more.
The Aberdeen Group reported that 70 percent of all organizations
currently deploy some sort of onboarding program with leaders entering
new roles. While this is a good thing, there is great variability in the
focus, depth and length of these programs. The most superficial tend to
provide surface-level "meet and greets" and focus on initial paperwork
and process knowledge. Others go deeper, focusing on helping leaders
learn to navigate the organization's culture and understand the informal
organization and key players.
What does yours do? And do you even have an onboarding program?
Also, don't forget internal transfers. Though onboarding usually focuses
on people new to an organization, your current leaders entering new
roles need assistance as well. Organizations are made up of many
micro-cultures and the informal culture (how things really get done) is
what typically drives an organization. Unwritten rules and politics, if
not openly discussed, will create obstacles and slow execution.
Remember, you never get a second chance to make a good first impression.
Onboarding isn't just about facts; it's about feeling, too. Effective
onboarding programs provide an experience which helps new hires and
leaders affirm that they made the right career move. This webinar will
cover what you need to ensure your organization is building a stable,
committed productive workforce from the start.
Why should you Attend
Is your hiring and onboarding process costing you unnecessarily? Did you know.
- Nearly 1/3 of people are job searching within six months of employment
- Almost 1/3 of externally hired executives miss expectations in the first two years
- With 10-15% annual attrition, companies lose about 60% of their entire talent base within four years
Introducing an onboarding program in to your hiring process can mean the
difference between retaining top employees or watching them walk out
the door after several months. Companies who implement an effective
onboarding program during the first three months of the new hire
employment experience, will have 31% less turnover than those who don't
according to the Aberdeen Group.
Onboarding is important because it introduces the employee to the
company's culture and expectations and gives the employee the vital
training and information needed to succeed in their new position. Also a
new hire's compatibility or culture fit will likely be determined
during the onboarding process. This can save the employer from a
prolonged investment into the wrong person.
A strategic onboarding plan can dramatically impact your business.
Investing in an onboarding process will help reduce turnover and
increase new hire effectiveness. An onboarding program isn't just or
more than a routine checklist; it should be a comprehensive process that
makes the new employee as well as the company confident they made the
right choice and confident they can succeed in their new job.
Areas Covered in the Session
Robust onboarding programs help your talent get up to speed faster and
deter them from leaving for greener pastures. The learning objectives
are:
- Learn six mistakes to avoid in your new hire onboarding process
- Identify the 4 C's: The building blocks of an effective onboarding program
- Recognize the difference between orientation and onboarding: They are not the same
- Review the six best practices, with real-world examples, for implementing an onboarding program in your organization
- Understand the responsibilities of three key stakeholders: Executive management, human resources, the new hire's manager
Who Will Benefit
- CEO's
- COO's
- VP of Human Resources
- Chief Learning Officer
- Directors
- Project Managers
- Operation Managers and Supervisors
- Team Leaders
- Staff Managers and Supervisors
Speaker Profile
Marcia Zidle is a board-certified executive coach, business management consultant and keynote speaker, who helps organizations to leverage their leadership and human capital assets.
She has 25 years of management, business consulting and international experience in a variety of industries including health care, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality, government and nonprofits.
She brings an expertise in strategy and alignment; social and emotional intelligence; executive and team leadership; employee engagement and innovation; personal and organization change management.
She has been selected one of LinkedIn Profinder’s top coaches for the past 5 years.