the first 90 days - cdn1.businessmanagementdaily.com©2017 the interchange consulting group the...

©2017 The Interchange Consulting Group

The First 90 Days Step-By-Step Onboarding

Amy Hirsh Robinson, MBA

Interchange Consulting Group

www.interchange-group.com

http://www.interchange-group.com/



Death By Orientation Death By

Orientation

www.interchange-group.com ©2017 The Interchange Consulting Group




Premature Cognitive

Commitments

©2017 The Interchange Consulting Group www.interchange-group.com




What Matters To New Employees?





Connection Purpose

Respect

Challenge Inclusiveness

Culture.

Community.

Opportunity. Fun

Empowerment Renewal





©2014 The Interchange Consulting Group 6

The First

90 Days





Key Strategies for Success

1. Build The Business Case

2. Focus On The Experience

3. Onboard With Intention

4. Leverage Your NEO

5. Invest In Career Development





1. Build the Business Case





1. Build the Business Case Calculate the Cost of Failed Onboarding

Attrition

Low

productivity

Reduced

engagement

Loss of

respect

Degradation

of brand





60% 63%

69%

Revenue/FTE Customer

Satisfaction Retention

Demonstrate the Benefit of Successful Onboarding






1. Build the Business Case Illustrate the Generational Imperative


2.0

2.5

3.0

3.5

4.0

4.5

5.0

To

tal B

irth

s (m

illio

ns)

Baby Boomers Millennials

Generation X

Traditionalists




1. Build the Business Case Illustrate the Generational Imperative


Generation Characteristics Values Onboarding Needs

Traditionalist (1925-1943)

•Loyal

•Patriotic

•Financially conservative

•Faithful to institutions

•Authority

•Hard work

•Delayed rewards

•Honor & experience

•Org history & legacy

•Duties

•Chain of command

Baby Boomer (1944-1962)

•Competitive

•Politically adept

•Challenge authority

•Liberal spenders

•Professional identity

•Health & wellness

•Material wealth

•Optimism

• Professional renewal

• Org hierarchy

• Performance mgmt

process

Generation X

(1963-1981)

•Skeptical

•Independent

•Resourceful

•Informal

•Mobility & autonomy

•Balance

•Efficiency

•Reward for results

•Access to info

•Relevant resources

•Clear priorities &

metrics

Millennial (1982-2000)

•Optimistic

•Confident

•Multi-Taskers

•Civic Minded

•Constant feedback

•Teamwork

•Diversity & inclusion

•Flexibility

•Community

•Corporate culture

•Professional growth





Executive management

Line managers

Human Resources

Recent hires

Confirm Commitment From Stakeholders





2. Focus On The Experience





2. Focus On The Experience Confirm the Emotional Takeaway

What are they

feeling about

you?





2. Focus On The Experience Research the Perceptual Takeaway

How are they perceiving

you?





2. Focus On The Experience Process Map the Experience

Easy or

difficult?

Help or hinder?

Increase or

reduce?

Ensure or

sabotage?






Intern Full-Time

Network; explore the company Know your place; keep your head down

You’re vital to our business

strategy; We welcome your ideas

Focus on the job you were hired to do; Your idea won’t work

Peer bonding; sense of community

Low peer-to-peer interaction; lack of community

Explicit career development & pathing conversations

Sink or swim/figure it out yourself expectations

Placed with “desirable” managers

Placed with managers who need & receive headcount

Align the Intern & Full-Time Experiences






STEP 1 Classify

Entrants

STEP 5 Implement

Program

STEP 6 Define &

Track

Success

STEP 3 Identify

Resources

Needed at

Each Level

STEP 4

Identify Key

Phases &

Activities of

Onboarding

Process

STEP 2 Identify

Competencies

for Each Level

6 Critical Steps of Onboarding





Before First Day First Day First Week First 90 Days

•Assign buddy

•Extend personal

welcome

•Communicate 1st

day logistics

•Send paperwork

in advance or

online portal

access

•Prepare for

employee

•Identify transition

risks

•Introduce

employee to

buddy,

colleagues

•Meet immediate

requirements for

employment

•Situate employee

with resources or

networks required

for work

•Orient employee

to organization &

culture

•Set performance

expectations &

job scope

•Explain

performance

appraisal

process

•Assign

meaningful work

•Ensure direct

managerial

involvement

•Schedule

meetings with sr.

leadership

•Create career

development

plan

•Provide essential

training

•Assign mentor(s)

•Plan team

activities mixers

•Monitor

performance &

provide

feedback

•Obtain

feedback

3. Onboard With Intention Key Phases & Activities for the First 90 Days






STEP 1 Classify

Entrants

STEP 5 Implement

Program

STEP 6 Define &

Track

Success

STEP 3 Identify

Resources

Needed at

Each Level

STEP 4

Identify Key

Phases &

Activities of

Onboarding

Process

STEP 2 Identify

Competencies

for Each Level

6 Critical Steps of Onboarding





Individual

(Me)

Company

(You) US






4. Leverage Your NEO Tell Your Story

Industry

History

Big Picture

Strategy





4. Leverage Your NEO Tell Your Story

Culture

Values

People





Value The Individual


Background

Values &

Strengths

Career

Aspirations





Empower Them To Contribute


Role &

Contribution

Growth

Opportunities

Resources &

Information





5. Invest In Career Development Document the Career Paths & Expectations

Visual career

paths

Success

profiles

Career

development

plans





5. Invest In Career Development Provide Opportunities for Growth

Rotations

Strategic

projects

Platforms to

showcase

ideas






Career

development

Mentoring &

coaching

Talent sharing

mentality

Train Your Managers






Ready To Take Action?








10 Pitfalls To Avoid

1. Not Having a Clean & Ready Workstation on Day 1

2. Cramming 20 Hrs of Info into 4 Dull Hrs of Orientation

3. Neglecting the Importance of Cultural Adaptation

4. Ignoring the Needs of Mid- & Senior Level Employees

5. Failing to Address Generational Needs & Differences

6. Starting a New Hire When their Supervisor is Absent

7. Relying on Org Charts to Explain Lines of Communication

8. Assuming a New Hire Can’t Be Productive From the Start

9. Running a Disorganized Program

10. Adopting a “Sink Or Swim” Approach Because It Worked for You!





Amy Hirsh Robinson

Interchange Group

E-mail: [email protected]

Web: interchange-group.com LinkedIn: linkedin.com/in/amyhirshrobinson

Facebook: TheInterchangeGroup

Telephone: 323-230-6109

Thank You!

Feel Free to Reach Out!


mailto:[email protected]






http://www.linkedin.com/in/amyhirshrobinson

http://www.linkedin.com/in/amyhirshrobinson




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