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Onboarding For Results Nina Brebner, Solutions Consultant
Kirstie Greany, Learning Consultant 10/07/14
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ONBOARDING
1. Why do it?
The business case for getting it right
2. What is good Onboarding?
Looking at whose needs it aims to meet
3. How do it?
Some practical advice and examples
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What do we mean by onboarding?
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“The mechanism through which new employees acquire the necessary knowledge, skills, and behaviours to
become effective organisational members.”
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Why onboard?The business case
Why quality counts
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Quick question
What percentage of people leave their organisation within the first year?
X
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It’s also the case…
22% of staff turnover occurs in the first six weeks
Wynhurst Group & PWC
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Staff turnover isn’t to be gawped at…
How much does it cost an organisation to lose someone in their first year?
1.5
2
3
their salaryX
3
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The potential costs…
£42bn
a year
3 x their
salary
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Why are we telling you this?
Aberdeen Consulting US
Bel
ow
ave
rag
eA
bo
ve a
vera
ge
Effect of onboarding on retention
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What is good onboarding?
Organisations vs. individuals’ needs
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Organisation vs. new recruits’ needs
Vs.
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What does an organisation need?A Maslow-like hierarchy
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What about new starters?
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What about new starters?
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Surely we really want…
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What an individual needs
.Support and personal development
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Need people to get up to speed quickly. Give them everything, in one go, right?
Crave feelings.People key to this – esp. managers
Potential conflict?
New recruitsOrganisations
“There’s a packet of information from human resources, emblazoned with
the firm’s logo…The underlying message: Welcome. You should be
proud to work here. Please fit in accordingly.”
Forbes
They were hired for who they are, as much as what they can do.
They also want to be listened to and valued.
EFFICIENCY EMPATHY
2020
Efficiency & Empathy
A framework to use
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High efficiency
High empathyLow empathy
Low efficiency
• coaching/mentoring• job shadowing• observed tasks• group sessions
• new starter app• digitalised stories• forums; social media• simulations; games• virtual classrooms
• online tests, quizzes• interactive process• generic training e.g.
compliance• welcome video
• 1-way classroom• info-based webcasts
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OnboardingHow to?Some examples
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In this section we look at …
• How to organise a programme as large as onboarding
• Walk through a sample blend
• The use of technology in the blend
• Relate it all back to the efficiency & empathy framework
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Organising your onboarding programme
• Build a visual of the present
• Explore and learn about different delivery mechanisms
• Build a visual of the future
• Examine the Persona’s/Learner Type
• Start to build the onboarding programme
Activist
Reflector
Theorist
Pragmatist
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e
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High efficiency
High empathyLow empathy
Low efficiency
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Knowledge Sharing Repository
High Efficiency/High Empathy
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Digitalised Stories, Day in a
life anecdotes
High Efficiency/High Empathy
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Milestones recognised
High Empathy
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• Digital resources• Case studies• Mixture of
behavioural, values & practical
• Leaders Welcome video
• Processes & Guides• Digital Simulations,
Games & Scenario’s• Online feedback
loops & insights• Assignments,
articles, reports & evaluations
High-Low Efficiency/High-Low Empathy
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A mentors view, for assessment & grading
Low Efficiency/High Empathy
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Digital Simulations. Games & resources
High Efficiency
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Engaging PDF’s downloads
High Efficiency/Low Empathy
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10 take away must-dos
To help you
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Recommended must-dos
1. Begin with empathy
2. Create an experience, not training
3. Start before the start date
4. Make it outcome focused
5. Put people at its heart
6. Make a difference with managers
7. Gather feedback
8. Build habits
9. Think big – beyond role
10. Give it personality
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Next Steps• Download our new onboarding guide
• Chat with us further about our onboarding services:
• Consultancy• Design• Elearning and platforms
• Share your thoughts with us @kineo, #kineoinsights