Transcript Onboarding Overview sc 5-24-06 - Home

Onboarding – Definition
Onboarding refers to the collective processes and activities of
integrating new employees. The onboarding period begins
when the new employee accepts an offer and continues
through the first 90 days of employment. It includes
preparing for, enabling, engaging, and supporting the new
employee. The process is designed to help employees adjust
to the culture, embrace the values, and establish work goals
and priorities.
The Employee Experience
The Brand
The Values & Culture
The Candidate Experience
Offer
Letter
Signed
05/24/2006
Onboarding
1st Day
1st Week
30 Days
60 Days
90 Days
Michelle Chamberlain
Enterprise-wide OD
Why Implement a Consistent Onboarding Process Across the Org?
• To maximize new hire performance and engagement and
ensure the perpetuation of our Core Values.
• To quickly give new hires the skills, confidence, and tools
needed to do their job effectively and become fully adapted
to their new organization.
• To simplify the various current processes, information and
resources that can sometimes be confusing for new
employees and hiring managers to navigate; and to create a
shared foundational experience for all new employees.
05/24/2006
Michelle Chamberlain
Enterprise-wide OD
Onboarding – New Process
The new onboarding process will:
Incorporate our Core Values
Be simple
• Checklists for hiring managers, new employees,
and HRBPs; logical & evident sequence
Leverage and integrate existing processes
• Utilize Manager & New Employee Dashboards
• Clarify hand-off points and responsibilities
Provide easy access to info and tools
• Resources will be centrally located and will
include checklists and templates
05/24/2006
Michelle Chamberlain
Enterprise-wide OD
Onboarding – Future State
Offer
Letter
Signed
30 Days
1st Day 1st Week
Prepare
Enable
90 Days
60 Days
Support
Engage
Prepare
• Recruiting, Hiring Manager, and team prepare resources (work space,
computer, uID, card key, welcome poster, etc.)
• Hiring Manager outlines performance expectations, key contacts, first
assignment, and defines what success will look like.
Enable
• New employee builds key relationships, learns the business and culture, and
understands how s/he contributes to the success of the team and business.
• Hiring Managers and Onboarding Buddies play integral roles in enabling and
engaging new employees.
Support
• As the new employee executes and delivers, the Hiring Manager (and HRBP for
L5+) continues to enable and support the new hire and ensure ongoing
communication and feedback between new hire and manager.
05/24/2006
Michelle Chamberlain
Enterprise-wide OD
Onboarding – Prepare Phase
Signed Offer Letter to Day 1
 Procure desk space, computer, phone, uID, etc.
 E-mail to team and other applicable parties announcing new hire,
background, and focus of new role (copy new employee, or save
to share with him/her on the first day)
 Provide access to all relevant collab sites, Distribution Lists, etc.
 Assign an onboarding buddy to assist in onboarding
 Identify key contacts for new hire
 Print out team/dept. org charts and phone lists
 Define performance expectations for 30/60/90 day timeframe
 Vision/Mission/Values poster on desk
 Welcome letter from CEO
 (E) Create onboarding plan
(E) = L5+
05/24/2006
Michelle Chamberlain
Enterprise-wide OD
Onboarding – Enable Phase
Day 1 to Day 30
 Welcome event with co-workers
 1:1 Welcome meeting with hiring manager; review Core Values
 Complete new hire paperwork; set up voice mail; explore New Employee
Dashboard
 Introductions and facility tour
 Complete new employee orientation eLearning modules
 Review org charts, time recording, vacation planning, sick leave, dress code, etc.
 1:1 meetings with key business contacts (may be outside of team)
 Weekly check-ins with manager (performance expectations, what’s going well,
what’s challenging, how can I help?)
 Performance Management and Development Planning overview
 Identify training requirements and overview of Talent Builder
 Review 30/60/90 day plan
 30-day check in
 (E) Meet with Rewards & Benefits
 (E) Executive Passport
 (E) The First 100 Days plan
(E) = L5+
05/24/2006
Michelle Chamberlain
Enterprise-wide OD
Onboarding – Support Phase
Day 30 – Day 90 and beyond
60-day manager/new emp check in (Template
includes conversation about core values)
(E) Understand Talent Planning and Succession
processes
(E) Create personal “Board of Advisors”
(E) NLA – New Leader Assimilation
(E) New Employee Roundtable with CEO prior
to Sr. Leader Retreat
(E) Follow-up meeting with Rewards & Benefits
(E) = L5+
05/24/2006
Michelle Chamberlain
Enterprise-wide OD
What is an Onboarding Buddy?
• A buddy offers insight and instruction to new
hires and shares certain responsibilities with
the manager.
• Buddies should exhibit the Values and
Competencies.
• Buddies help navigate the complexities and
networks of xx:
–
–
–
–
05/24/2006
Explain organization and business unit structure
Introduce new hires to colleagues
Offer insight into core values and culture, and
Provide instruction on processes and the way work
gets done.
Michelle Chamberlain
Enterprise-wide OD
What About Executives?
• Research across industries found that 40% of
external executive hires fail within 18 months.
• American Express did an analysis of exit
interview data and found that the key reasons for
departure of external executive hires are:
– Poor explanation or understanding of performance
expectations
– Overpressure to perform early in tenure
– Failure to form key internal networks and
relationships
– New hires’ feelings that their ideas are rejected
05/24/2006
Michelle Chamberlain
Enterprise-wide OD
Executive Onboarding – Future State
Personal Board of
Advisors
Offer
Letter
Signed
R&B / Compliance
Meetings
Research & Customer
Insight Briefing
1st Day 1st Week
Prepare
e-Passport & New
Employee
Roundtable with
CEO
30 Days
60 Days
Enable
NLA
180 Days
Support
Engage
The First 100 Days Plan (initiated by SHRM and hiring manager, input by new exec)
Begin Mentor
Meetings
R&B Follow-up
Meeting
100 Day Plan Check
in
Key Stakeholder Meetings
Onboarding refers to the collective processes and activities of integrating new
employees into xx. The onboarding period begins when the new executive signs
the offer letter and continues through the first 180 days of employment. It includes
preparing for, enabling, engaging and supporting the new employee. The process is
designed to help employees adjust to the culture, embrace the values, and
establish work goals and priorities.
05/24/2006
Michelle Chamberlain
Enterprise-wide OD