Onboarding to Improve Retention

LAURENCE YAPFormer Sr Manger of L&OD, PayPal APAC7th June 2012, Hilton Singapore

Contents Rentention in current workplace

Onboarding Model according to Gallup 12M

Onboarding Process in 5 organizations

Four Phases of OD in Gallup Context

Pre-onboarding Corporate onboarding Dept onboarding Post onboarding

Summary

Gallup & Employee EngagementBased on 30 years of in-depth research

Involved more than 17 million employees

33% 49% 18%

After 1 year on the job….70% of U.S

1. Do I know what is expected me of me at work?

2. Do I have the materials and equipmentsI need to do my work right?

3. At work, do I have the opportunity to do what I do best every day?

4. In the last 7 days, have I received recognition for doing good work?

5. Does my supervisor, or someone at work, seem to care about me as a person?

6. Is there someone at work who encourages my development?

7. At work, do my opinions seem to count?

8. Does the mission/ purpose of my company make me feel my job is important?

9. Are my co-workers committed to doing quality work?

10. Do I have a best friend at work?

11. In the last 6 months, has someone at work talked to me about my progress?

12. This last year, have I had opportunities at work to learn and grow?

• Before OnboardingPreonbaording

• Corporate LevelCorporate Onboaridng

• Department LevelDepartment Onboarding

• Beyond OnBoardingPost Onboarding

OnBoarding Gallup Q12 Ways

Onboarding Examples

Pre-boarding

3. Do you get the opportunity to do what you do best every day?

Do you hire the right people, using their strength at work?

Corporate On Boarding

1. Do you know what is expected of you at work?

Expectation of emplyees, culture, values, conduct, internet usgae

8. Do you feel that your job is important?

Company vision,mission, inspirration, success storied, awards, contribution

Feel welcome ( manpower, ceo welcome/ komag, my managers meet me, komag college10. I have a best friend at work

6. Are you encouraged to work on your (self-)development?

Department On Boarding

1. Do you know what is expected of you at work?

3. Do you get the opportunity to do what you do best every day?

5. Do your colleagues seem to care about you as a person?

6. Are you encouraged to work on your (self-)development?

8. Do you feel that your job is important?

10. Do you (or would you like to) consider some colleagues as friends?

12. Are you given the opportunity (time/resources) to learn and grow?

Post On-Boarding

4. Did someone recently give you recognition or praise for doing good work?

2. Do you have the materials and equipment you need to do your work right?

3. Do you get the opportunity to do what you do best every day?

7. Do people make your opinion count?

9. Are your colleagues committed to doing quality work?

11. Does someone care about the progress of your work?

Additional Tips• 1. Do You Make Your New Hires Feel Welcome?• 2. Do You Inspire Pride?• 3. Do You Help New Hires See the Big Picture?• 4. Do You Show How Employees Matter?• 5. Do You Collect and Share Stories?• 6. Do You Make Your Orientation Program Interesting and Interactive?• 7. Are You Designing It From the New Employee’s Perspective?• 8. Are You Holding Your Orientation Program When It’s Most• Understandable and Beneficial?• 9. Have You Broken Your Orientation Program Down Into Digestible,• Bite Sized Chunks?• 10. Are You Offloading As Much Information As Possible To Your• Intranet?• 11. Do You Have a “Mentoring Program?• 12. Are You Making It Easy For New Employees to Tell You How They’re• Doing?• 13. Do You Help Your Supervisors and Managers Do Their Part Well?

Thank You

Contact

Laurence Yap Tung Siong

Contact: +6016-2080096 (Mobile)

Email laurence.yap@gmail.com

Linkedin http://www.linkedin/in/laurenceyap

Blog: Journey of HRD http://www.journeyofhrd.blogspot.com

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