welcome! now get to work
Post on 21-Oct-2014
1.831 views
DESCRIPTION
Brief presentation outlining best practices in new hire on-boarding. Includes discussion of socialization and networks -- key elements of successful new hire integration processes. More: http://partneringresources.com/organizational-networks-and-talent/TRANSCRIPT
Creating on-boarding programs that set employees up for success
Partnering ResourcesMaya Townsend, Founder
Welcome! Now Get To Work
2
On-boarding Counts40%
of senior managers hired from the outside fail within
18 months of hireWells, S. J. (2005). “Diving in.” HR Magazine.
64%of new executives hired
from the outside fail at their new jobs
Snell, A. (2006). “Researching on-boarding best practice.” HR Review.
70% of leaders express
dissatisfaction with their on-boarding experience
Cashman, K. & Smye, M. (2007). “Onboarding. Leadership Excellence.
46% of newly hired employees
fail within 18 months of hire
Leadership IQ Study, 2009.
3
Why Do They Fail?
Sources: Concelman & Burns (2006), Salveson Stetson Group (2006), Michael D. Watkins on hbr.org (2007) , Cashman & Smye (2007).
Lack of cultural fit
Difficulty getting things done through others
Lack of connections
Difficulty building relationships
4
How can organizations succeed?
5
Get C-Level
Support
6
Start Before They Start
Image: Anton Chernenko
7
Make It a Process: 6+ Months
Coaching
Online training
Six month reviewJob shadowing
Peer guidanceLive training
8
Make the First Day a Win
9
Connect Them to the Right People
Image: © 2005 NetForm, Inc. Used with permission.
10
Help Them Build Their Networks
11
Check In On Progress
12
Why is the network piece so important?
13
Network Critical Connectors Integrate New Hires Quickly & Effectively• Exist in all networks• Critical Connectors comprise
only 5% of the network• Three Critical Connectors
► Hubs► Gatekeepers► Pulsetakers
• Connecting new employees to pulsetakers accelerates the on-boarding process
Image: © 2005 NetForm, Inc. Used with permission.
14
High Performers Have Stronger Networks
• Build high-quality relationships
• Invest in relationships to extend expertise, balance biases, and prevent career traps
• Position selves at key network points and leverage people around them
• Cultivate select ties with external experts
The top 20% of employees are more likely to build and maintain personal
networks
Source: Cross, Thomas, & Light, How Top Talent Uses Networks and Where Rising Stars Get Trapped
15
Successful Projects have Stronger Leadership Networks
• 93% of completely successful change initiatives were led by people with very strong / strong personal networks
• 73% of less successful change initiatives were led by people with moderate / weak networks
Very Strong36%
Strong57%
Moderate7%
Completely Successful Projects
Strong27%
Moderate55%
Weak18%
Less Successful Projects
Data: NEHRA / Partnering Resources study (2009).
16
How have companies leveraged networks to successfully integrate new employees?
17
Success Story #1Network Components1. Job shadowing2. Manager coaching3. Manager-facilitated 2-day training
Additional Components4. 16-week blended learning curriculum
► Self-guided e-learning ► On-the-job activities
Source: Sussman, D. (2005). “Getting up to speed.” T+D.
Result $4 million return on a program that cost $931,000
18
Success Story #2Network Components1. Customized new leader transition
guide► Internal peer coach interviews► Creates a detailed orientation
guide2. Team introduction
► HR facilitated session with leader and direct reports
3. 90 days of peer guidance
Additional Components4. 6-month check in
► 360-degree feedback ► Review of accomplishments and
areas needing further development.
Result Successfully turned around a situation of high attrition, low performance, and stalled programs
Source: Johnson, L. (2006). Harvard Management Update.
19
Maya Townsend, founder of Partnering Resources, helps leaders identify the hidden web of relationships that drive organization performance. Partnering Resources’ client list includes Alcatel-Lucent, eCopy, eTeck, Fidelity, Financial Profiles, Hanover Insurance Group, and Merrimack Pharmaceutical, as well as organizations such as Andover / Phillips Academy, National Air and Space Administration, and the National Braille Press.
Maya teaches leadership, strategy, and alignment at Boston University Corporate Education Center and Northeastern University. Her articles have appeared in CIO.Com, Chief Learning Officer, Mass High Tech, and publications. She serves on the Editorial Review Board for OD Practitioner, the premier OD practitioner journal in the United States.
Partnering Resources is the exclusive East Coast provider of NetForm organization network analysis. NetForm software, developed by Dr. Karen Stephenson, is built on complex mathematical algorithms developed over 30+ years of research with 400+ companies.
For more information:Phone: 617.395.8396Email: [email protected]: www.partneringresources.com
Contact
Presentation © 2009 Partnering Resources.