Onboarding - Microsoft · Onboarding WHY IT’S IMPORTANT ~ STEPS FOR SUCCESS RECRUIT & RETAIN CONFERENCE MSC / RED WING October 5, 2017. BIG FISH WORKS OVERVIEW LOOKING FOR GREAT

OnboardingWHY IT’S IMPORTANT ~ STEPS FOR SUCCESS

RECRUIT & RETAIN CONFERENCEMSC / RED WINGOctober 5, 2017

BIG FISH WORKS OVERVIEW

LOOKING FOR GREAT TALENT!- 11 newspapers located throughout Minnesota

- 2 commercial printing plants, full-service digital agency

- Very different demographics, office cultures

- Industry has undergone tremendous change in past decade

- Total change in organizational structure

(management structure, centralized workflow, internal outsourcing)

- Significant effort to brand organization

- New recruitment strategies

ONBOARDING starts before 1st

day on the job…

TellYourStory

COMPANY BRANDING

ONBOARDING

- Have a plan, follow the plan- Basics, first week logistics- Assigning mentor is key- Introduce to influencers within your office- Frequent check-ins/by you and others- Job expectations and key functions- Clearly-defined goals- Understanding pay- Do they feel welcome and are confident

they will fit into the culture?

EMPLOYEE ENGAGEMENT

- Relationship with co-workers- Meaningfulness of job- Confident goals are achievable- Clear understanding of job- Frequent communication, check-ins- How will they contribute to company’s

vision/mission- Colleagues/company quickly adapts to

challenges and problems- How do they communicate?

TAKE-AWAY #1

90% of employees decide to stay or leave a company within the first six months on the job.

Standard onboard processes result in 50% greater new hire retention.

Assess constantly, ask for feedback.Feedback is a gift ~ be grateful for it.

TAKE-AWAY #2

Achieving full productivity usually takes 6-12 months, depending on job or business complexity.

Onboarding is initially ongoing.

Assess constantly, tweak your onboarding program regularly.

WHAT DONEW HIRES WANT?

IT DEPENDS!!

FIVE GENERATIONS…and each wants something different

Traditionalists, born 1945 & beforePart-time employees, supplement income, want to stay engaged

Baby Boomer, born between 1945 and 1964Competitive, ladder climbers, “pay your dues like I did”

Gen X, born between 1965 and 1976Skeptical, independent, make a difference

Millennials (Gen Y), born between 1977 and 1995Want teamwork, recognition, lots of feedback, technology

Gen Z, born 1996 and afterFirst digital native generation, get info 24/7, FOMO (fear of missing out)

TAKE-AWAY #3

Finding skilled employees will be more difficult in future due to declining workforce numbers.

An average of 10,000 Baby Boomers retire daily; 4 million will retire this year.

THEIR ONBOARDING ASSESSMENT

#1 Respectful treatment of all employees

#2 Compensation/pay

#3 Overall benefits package

#4 Job security

#5 Opportunity to use skills/abilities, trust

between employees/management (tie)

TURNOVER- Every company has turnover

- Every department has turnover

- There is no perfect employee or

company that is a perfect fit

- Current rate for all industries is 15.1%

TAKE-AWAY #4

Sometimes the most obviousis the most missed / overlooked.

And, of course….Always say Thank You!