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 that 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.
Is your hiring and onboarding process costing you unnecessarily? Did you know?
Introducing an onboarding program into your hiring process can mean the difference between retaining top employees or watching them walk out the door after several months. Companies that 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 employees to the company’s culture and expectations and gives them 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 in 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 more than a routine checklist; it should be a comprehensive process that makes the new employee and company confident they made the right choice and sure they can succeed in their new job.
Robust onboarding programs help your talent get up to speed faster and deter them from leaving for greener pastures. The learning objectives are:
Is your hiring and onboarding process costing you unnecessarily? Did you know?
Introducing an onboarding program into your hiring process can mean the difference between retaining top employees or watching them walk out the door after several months. Companies that 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 employees to the company’s culture and expectations and gives them 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 in 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 more than a routine checklist; it should be a comprehensive process that makes the new employee and company confident they made the right choice and sure they can succeed in their new job.
Robust onboarding programs help your talent get up to speed faster and deter them from leaving for greener pastures. The learning objectives are:
Marcia Zidle
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 healthcare, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality,government, and nonprofits.She brings 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.
Trial Master File (TMF)/eTMF, & FDAs Draft Guidance for Ele…
Tattoos, hijabs, piercings, and pink hair: The challenges …
Project Management for Non-Project Managers - How to commun…
FFIEC BSA/AML Examination Manual: What Compliance Officers …
Humane Layoffs: How to Let People Go with Compassion and De…
OSHA Requirements for Supervisors, Project Leaders & HR - W…
Unlock Employee Loyalty: Stay Interviews Will Keep Them Eng…
Sunshine Act Reporting - Clarification for Clinical Research
Female to Female Hostility @Workplace: All you Need to Know
Conquer Toxic People - Learn To Protect Yourself And Get Yo…
Understanding the Artificial Intelligence Landscape
Holiday Stress and Loss: The Art of Stress Resilience in E…
Establishing Appropriate Quality Metrics and Key Performanc…
Excel - 10 Key Worksheet Functions to Skyrocket Your Produc…
Using High-Performance Coaching for Managers to Address Per…
Ultimate Persuasion Strategies! - Secret Influence Tools & …
Is Your Culture Working For or Against Your Success? If You…
Red flags that can render your OSHA Safety Program Complete…
Utilizing HR Metrics to Illustrate & Improve Human Resource…
Onboarding is NOT Orientation - How to Improve the New Empl…
The Anti-Kickback Statute: Enforcement and Recent Updates
FDA Technology Modernization Action Plan (TMAP) and Impact …
How to Prepare For and Host a FDA Inspection and Respond to…
Eliminate Harmful And Unproductive Drama In The Workplace
3-Hour Virtual Seminar on Chat GPT for Project Management i…
Excel - Pivot Tables - The Key To Modern Data Analysis and …
Managing Toxic & Other Employees Who Have Attitude Issues
Building GMP Excellence: A Guide to Implementing Compliant …
Improving Employee Engagement & Retention Through Stay Inte…
Human Error Reduction Techniques for Floor Supervisors
Excel Power Skills: Master Functions, Formulas, and Macros …