successful onboarding welcome aboard! - xenium...

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

Brandon.Laws@xeniumhr.com 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: info@xeniumhr.com

Molly: Molly.Kelley@xeniumhr.com

Brandon: Brandon.Laws@xeniumhr.com