How to create an Onboarding program Step-By-Step for new hires: retain and motivate employees | Gabriela Piccott | Skillshare
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How to create an Onboarding program Step-By-Step for new hires: retain and motivate employees

teacher avatar Gabriela Piccott, HR & Training

Watch this class and thousands more

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Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

    • 1.

      Onboarding new hires step-by-step

      1:53

    • 2.

      Company expectations vs New hire expectations

      2:52

    • 3.

      Whe do you need Onboarding

      1:32

    • 4.

      The Talent Management cycle

      3:32

    • 5.

      Orientation is NOT Onboarding

      1:55

    • 6.

      Who owns Onboarding?

      1:43

    • 7.

      Onboading Elements

      11:02

    • 8.

      How long should Onboarding last?

      2:02

    • 9.

      Planning Onboarding

      0:43

    • 10.

      The process

      1:12

    • 11.

      Pre-Onboarding

      2:59

    • 12.

      Create a master checklist

      8:25

    • 13.

      Measuring Success

      2:17

    • 14.

      New hire survey

      0:53

    • 15.

      Make it memorable!

      1:35

    • 16.

      Course Recap

      8:52

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About This Class

In this class you are going to learn how to create an effective and super simple Onboarding program step-by-step to attract, retain and motivate new hires. I am going to show you the steps and templates that you need to launch the best new hire experience since first day until 6 months

Meet Your Teacher

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Gabriela Piccott

HR & Training

Teacher

Gaby is a Certified Adult Educator by Dalhousie University in Canada, holds a BA degree and has over 15 years of experience in HR and Training & Development. Gaby has shared her enthusiasm, knowledge and experience mainly with manufacturing, non profit and IT companies. She focuses on designing and delivering instructor-led training to Labour workers, Staff and Executives.

As a Learning geek, she has designed and delivered several Learning experiences always with the aim to bridge the skills gap in the workforce. Her international experience has given her a broad perspective and a unique approach to design relevant, fun, engaging and effective training. She loves to partner with stakeholders to develop strategic Learning solutions that drive the performance and changes th... See full profile

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Transcripts

1. Onboarding new hires step-by-step: Did you know that 20% off employee turnover happens in the 1st 45 days? All the effort that with us HR professionals or business owners to find their right feet goes away. The cost of not having on a boarding program is too high. We can't afford to lose them. In one of the easiest ways to keep tellin the return talent is creating onboard and program . My name is giving people I have working HR and learning development for 15 years. Now, all these years I have discover the reason why aborning it's not working. Number one. We don't take on boarding seriously, and this happens because we don't really understand what it takes to create the best new hire experience. We focused Morton orientation paperwork explaining policies rather than creating a new heart experience in a training plans of them number to hiring managers. They're not fooling ball. They rely too much on HR to deliver this process. Number three we don't have a plan on boarding is a structure process, not a single event. The good news is we can fix old situations by creating an intentional and structure on boarding process. We can lead the change by trade in an effective process on a one effective, important program for new hires. A program where all the new hires feel, save, engage. And they have a good understanding author duties and especially how their job impacts the objectives of the company together. In this course, step by step, we're gonna outline their responsibilities old activities, especially the necessary templates that you need to start creating the best new hire experience. 2. Company expectations vs New hire expectations : Let's talk about expectations. One of the problems that I noticed when we have a new hire is expectations. We deal with expectations and I'm gonna explain that. So let's see these graphic. The company has expectations about the new higher and at the new employees has expectations about the company or experience. OK, so as you can see, the company has really high expectations about the new higher. In same case with the employees, they are starting a new job in the new company. So they had a lot of illusion. They're very, very happy, very, very engaged. They're very driven to do everything. So we have to keep this enthusiasm and of this engagement really, really high and up. And we want that engagement to last at least like the fear 1st 36 months. Okay, So let me give you an example. For instance, the company a suspect that the new hire knows about the methodology. So you hired that person because maybe it has at experience of previous experience, and they know about the field also the business there respecting or they want a person that knows about the business so they want. They don't want to or they need to train the person for so long and no mistakes. They want the new person may the less mistakes as possible. So as you can see, this is some of the things are unrealistic. And then on the other side, we have the new higher expectations. So they want a droll clarity. They really want to know. How do they need to perform what they need to do to perform well on their jobs? They want on the job training or any type of training that can help them to understand the role, the culture, the business, everything that they need to know to avoid and make mistakes. And one of the most important things that is gonna keep your new hire engages. They want to feel part off the team. They want to feel welcome is what we call a sense of belonging. Okay, so we don't more than establishing on a boring program when we can do is soul or address all these situations so we can keep this high level off engagement off the employees so they knew higher you can stay with the company as long as possible 3. Whe do you need Onboarding: whether you need to create in a boarding program. So here are some symptoms reasons the company needs to great and aborting program. So the 1st 1 is 1/2 turn over rate. This means new hires are leaving the company in the first month, 45 days after the first month or even a sex more. Then we have low employee morale. This means that the new hires maybe no, very, very engaged with the company there. No having these Coney Moon PDO in the first for smaller for months. Six months. And that means something is happening and we have to address it. And the next one is, Ah, high performers quit weight high performers there, the next leaders in our organization and the last one is the new hires, making lots of mistakes, lots of mistakes in the first month, 30 months, six months. And there's a reason we are not giving them, like structure, training plan or 10 plays or check please or or a program in the new hire. He or she doesn't know what are the expectations off the role. How the performance management system works. All thes reasons are very, very important and we have to do something about it. So I really like to know where is the pain in your organization and what is your recent to create an appalling problem? 4. The Talent Management cycle: Let's talk about the talent management cycle. The talent Valentin cycle starts weighed a talent planning. So we're says how many employees were gonna need during the year to achieve company goals. Then we have recruitment will try to find the right talent in the right feet from our company for that position. Then we have on board. There are a lot of definitions about on boarding, but today I like to share with you my favorite, where AH, boarding is a process to make the new hire a fully functioning member off the team. Aske quickly and smoothly. It's possible, then we jump to performance management, so we evaluate their performance off that new higher. Then we have individual in leadership development is one HR or the company is creating a development program for those leaders or every Empoli. Then we have succession planning, and we have a way to assess how many employees they're going to leave the company because they're gonna retire their performance and their will to create a lot of reasons. And with that information will start again. I were cycle, but as you can tell and I'm pretty sure you know this companies and H R. And in the past, I did that, too. We focus too much our attention and efforts to recruitment to find the right talent. Maybe the recruitment team is the biggest in your company, so it would put a lot of effort in this step. And then when we have that new hire, what we do is we Joan to performance management after six months or after three months? I don't know what is a policy of your company, then you about eight, the new hire and usually some of new hires. They don't have a good performance in the 1st 3 months or six months, and the reason for that is because the company dolce and having a structure on boarding program. They think the new hire is gonna perform well that they don't need training. But reality is everyone needs onboard. They doesn't matter if it's like a junior at in a position or you are bordering on executive. Everyone needs that training. Maybe executives. They have another approach or we focus on another elements, but everyone needs on boarding. So for this reason, when we're is keeping on boarding new hires, they have less possibilities to have a good performance evaluation. Boarding is we know is here. He's been always part off the talent management cycle, but we tend to escape the process. So I repeat again, don't keep the boarding process creating a boarding program for new hire. It doesn't matter. You there occupying a junior position or an executive position? They need training enam pressure. If you have a good, strong structure on boarding program, they're gonna do really, really well in their performance evaluation, okay? 5. Orientation is NOT Onboarding: orientation is not importing, and we're gonna talk about the difference between orientation and a boarding. It's very simple orientation. It's an event only happens. Who wants you? Only the lever orientation to new hires once on boarding is a process. Politician is an informal session. We talk about the company's mission. Be shown values. Payroll benefits on boarding. It's experiential. Training is on the job training. All mutation is judicially led by H. R. H R. Is the owner off orientation on boarding? It's a team effort. H. R. P. Singh Bold. The hiring manager is involved in your higher steam is involved. All intention usually last between a one day or a week in a boarding last between three months. Our six months, If you are boarding executives or managers, it could last up to a year or dentition. It's a general problem. When we are creating orientation, we deliver the same information toe every new hire. We don't change the information unless they policies of the company are changing orders. A big change in the company on boarding is a customized A program. It's a tailor program in focuses on the role training on the role orientation focuses on logistics and on boarding, focuses on the new hire experience. We want to make the new hire feel welcome. Say they made the right decision in. They want to stay with us one of the easiest ways to understand the difference between orientation. It's a morning. It's very simple orientation. It's an element or this part off every on board the program. 6. Who owns Onboarding?: we mentioned earlier that are more than visiting a four. So we have these roles involved in this process HR Human resources or learning in development. Hiring managers or the manager and the new higher So human resources or learning and development the other ones that facilitated the process. No, the owners facilitated process. They also manage resources. They tried to get feedback from new hires to improve the process and the partner to subject matter experts or hiding managers to make decisions. Also the manager. We have the manager in the manager responsible off different tasks like helping you hire toe, understand how their jaw or the role contributes in impacts the objectives off the company . They also serve us of primary information source. So every time that they can, you hire questions. They're going approach the manager. They work with a charge, improve the process. They cultivate new hires very, very important to do that. They give feedback and they work on the on boarding checklist. So they're born checklist, has different responsibilities and activities, and the manager is the one that picture that everything is done and we have new hires. The new hire should be very very active and participating the process. They also have to append any training required by the company and that they should have asked questions. 7. Onboading Elements: Let's talk about on Borden elements or boring compliments. We are gonna build our boring tools based on those elements. The 1st 1 is business strategy. Then we have culture clarification off the role social integration, performance and feedback. I know some authors. They only focus on three or four. Any man's book. I have discovered that these five, they work really good. The 1st 1 is business strategy. So basis strategy is is the direction off the company this cope often organization over the long term. So if the new hire connects with that strategy, they're gonna feel hard off the business. They are gonna feel, uh, really, really connected. And they are contributing and impacting that, a scope or that goal. So what does the company want to achieve in the long term? Once we know what is that business goal or what is that business a strategy? Then we're gonna communicate that in our boarding program. So what is the basic knowledge about the company that you knew? Higher need to know in order to perform well, think about those basic knowledge or basic activities at your company dust or plan to do over the future. The long term, I'm gonna give you some examples. And here you can see it's an easy as no. Like how maney new locations are we're gonna have or open in the next three years. Five years, 10 years. How many people are we're gonna hire? Uh, let's say one of your businesses try. This is higher 200 employees by 2020. Or maybe your businesses Strategy is to duplicate income by 2021. You can be very, very a specific. The more specific you are, the easier is gonna be for your new hire toe. Understand your vision or your business strategy. If they know what's your business? A strategy. They're gonna help you to achieve it. So I have a question for you. Do you know the business objectives off your company? You as a manager or a chairperson? Do you know the business objectives of your company? I think we have these social integration piece. Maybe, you know, But some people they Joan companies Onley because off the social peace, what does this mean? If the person doesn't feel part of the team off, it doesn't feel like included or warm. A welcome by the team or the manager of the company. They're gonna leave you. Yes, they are some people that they don't focus too much on other components off a bordering like the performance or the feedback or the culture. They want to feel connected. They want to feel a part of the team out of the company. They want to have that sense of belonging. And if you remember, the Moscow Starik of needs talks about this, that we as humans, we need to connect to other people when it to create our communities as humans, we need to belong to a community or to a group. So don't underestimate the power off the social integration. Confident include activities like, for example, one of your object objectives with Theis Component could be connecting employees within members, managers, leaders and senior management. A really nice touch is when senior ah, manager or the CEO or the president in off the company, um, has a meeting a special meeting with new hires, like every 66 months or every mom for every year. That's that's a very special touch. You can also throw our welcome party. You can organize a lunch with the team you can create a special and dedicated Aslak channel for your new hires, or did you have another type of Internet or communication system? You can also arrange special channel for your new hires, and this is super easy to I Rent and its vehicle Expresso machine training. Could you imagine having older new hires in the kitchen or in the cafeteria explaining them how how to prepare, expressing how to prepare coffee, that's that is wonderful in every very love those formal, informal trainings. Then we have culture culture. Is the identity off the company the identity? Um, I'm talking about the values the unique have its strengths. The perception that consumers or competitors they have about company. All those old wouldn't rules. Don't assume that your new hires not all those hungry and rules just because that person worked before in the same field doesn't mean that knows your rules. It's also culture about the dress codes. Uh, some companies, their culture, they focus too much on on sports or on safety, or they promote diversity. So that's part of your culture, and that's what you want to communicate. Culture affects your business, so ive you are promoting values or behaviors that you don't have. That could be dangerous. So don't do it. So don't promote our behavior. That's Ah, maybe other companies are having. But you're not there yet. Don't promote it. I've seen this too many times. Especially during interviews. They do that. So please don't. And I have a question for you. What are the three biggest strengths are your company. Do you know them? Then we have clarification off the roll. This is an important piece off the Apostle Ive. Your new hire doesn't know exactly what it suspected. What do they have to do in, huh? They're gonna leave you. You're gonna leave you because you're not providing the basic training heater. So, my DS, you can meet with the manager to the find on and ratify the role somewhere. You can talk about this somewhere. You can talk about the common mistakes for the frequent mistakes in that position. Explain procedures and policies. Some departments, they have their own procedures off their own, um, policies explained that have a first assigned me the first month of the first week. Three months. So what valuable tasks can you assign to understand the role? What task or the valuable test you're gonna send to your new hire that's gonna help him to understand the world to think about. Then we have performance performance, that feedback Well, performance if you don't. If you are not clear communicating what is suspected from the new hire to achieve, they were gonna feel lost. And there are high probability of we're gonna leave the company. Okay, So explain the performance management system in the next tool in the boarding. Told you're gonna see one is the best time to explain this system. If your company Dawson have a performance management system, just explain them how it works. If you conduct performance evaluations every year, I don't recommend that that doesn't work. So cos I have to stop doing that like only having one's performance evaluation and not saying not giving feedback during the year. That's that's That's horrible. Ah, so maybe your company evaluate performance every six months every three months, every month. That's that's been also provide support to achieves expected outcomes, and please explain them what is suspected to accomplish or where the outcomes or the liver . The liberals off the first week, first month, three months six months, one year and always provide feedback. Provide feedback after the first week after the first month, their second month, third month, five months, six months, nine months a year. Okay, always. And after the first year again, every three months, every two months, every six months, not every year. 8. How long should Onboarding last?: how long should or more than last. I received this question a lot, and I see companies that they have programs last year. You don't born in a manager and executive. Sometimes you take more than a year usually say year, but it depends if the role is not too complicated and it's a small business for company. Maybe a company only needs three months of training. But if you want to create like a solely trusting relationship and tohave meetings and mission performance, then I suggest a six month problem. But totally depends on what you agreed with hard managers or subject matter experts in your A 20 so we can see a more thing as a process in a PSA process. It has different places, you the side. That June boarding program is gonna last only three months. Then you have to plan activities only for those three months. But you can say, OK, I have activities for the first month, two months, three months, no bowling stars scenes. They seal before the new hire starts. So the faces that we have in this case is before the first day, Then we have activities for the first day activities for the first week, the second week, the first month in the first month. You want to go beyond and have more meetings and to give more fit back and talk about performance. Then it could be could be up to six months, and for executives, off to one year is very totally up to your company. 9. Planning Onboarding: before we jump into creating the tools to implement morning, it's important to have a clear vision off our project. Here's some questions that you can ask to yourself toe hr or you're learning and Development Team. What's the company objective by implementing boarding what some boarding sold how those taxes Looks like I was going to be involved in the process. How would you want to measure success? What resources do you have to start this project? What are the obstacles? Toe implement on board. Feel free to download the planners template. 10. The process: Now we are ready to talk about designing the boarding process or the morning program. So these air there are five steps. Okay, So the 1st 1 is to know what's objective was the goal to implement bowling. And you already have tastes in your planet template. Okay, the second step is involving hiring managers. So go and ask hiding managers The questions that we mentioned before, Like, what is the most complicated task to complete? Okay, how can we communicated clearly? What does the employees have to cheat by the first week? First month, the month or six months? Okay, after that, we're gonna create, or we're gonna be signed off more than tools. Don't panic. This is too easy, because someone I provide you the templates, so it's gonna be so much easier. Then we're gonna lunch. We're gonna communicating. We're gonna launch the program very easy, and then you're gonna measure results 11. Pre-Onboarding: pretty soon boarding. What is bringing boring is just a set off activities that you have to do before your new hire starts. We have simple activities. Thesis step is very simple. Buck ATS tones of value. The 1st 1 is you want to be familiar with your new hire or your candidate, so review the rest for me. Print a copy, give that copy to your head manager to your team, and the next one is studied the job description or the job at because you explain that information. Do you new element in the first day. You can also save time in sand paperwork in events. Okay, you can gather paperwork in a pence. You can send the employee handbook. You can send some policies, or you can send the company video anything that the new hires needs to learn or sign. That's going to save us a lot of time. Then we have audience station prep. Most companies they have a Power point presentation or they haven't event, so they have papers. This is just to make sure that the date the names on presentation there OK and for me one of the most important things off the pre on boarding process or stage is meeting with hiding manager. I like to do that because sometimes we can assume the Highland Mala gears. They plant everything for you. Okay, so I like to have in schedule meetings with them one week before their new hires a starting or two weeks before or a month before. And in that time, I like to ask them what is the plan for the new hires first day for the first week, especially for the first day and for the first week of first weeks, if they're gonna have, like, a body or a mentor. And I also asked him who's gonna receive the new higher if the workstation is ready. I don't know what type of software the new higher and needs or if they need business cards , anything that HR could do for them. So I make sure that they hiding Manager has a plan for their new talent. So those are the activities for steps that you have to make sure that you have to complete this spring. Born in ST 12. Create a master checklist: Okay. Now that you know what is a pretty on boarding stage, let's work on them more than checklist. One of the most important tools to implement a boarding. Remember the steps to implement a boarding? You have to complete it. A planning planner once you know what? The objective of the program do you wanna work on your pre on boarding stage and a build your own Borden took list is this one. And then you're gonna measure. You are gonna send new hire service for me. The pre on boarding stage. It's here, so I don't have to have two templates, just one. So I jumped from the planner template to the morning checklist. And then what I do is to have conversations one on one. The manager has to have this conversation in HR has to have those conversations with new hires and measure sending new hire service. So we have the local here. You can change it. And general information The name of the company, The name of the template. You can change this or remove it. The name of your new hire. You are gonna need this on board in template for every new hire Let's say you were hiding to people from the same roll. Same role saying Department Saint manager. The only thing you have to do is just change the name in the position. But usually we don't have those cases, so we have to, um, changed the tasks. Okay, let's make this piece here. Okay. Well, the pre estate. A preemie born stage It's here prior, first day prior for Thursday. So these this year, pre on boarding stage. Here are some activities. So my Diaz remember that it's year home or responsibility to add or remove tests. You can email the candidate or they m new employees to confirm. Start a car can dress gold paperwork. You can also saying training in the bends. You can spend time to pit in your orientation presentation for your new hires. Call. I t. Make sure everything is set up for your new hire. Have ah task plan for the day. Once you know who is gonna be the owner, then you can assign a person who's gonna be responsible to execute that. Let's say that your manager it is not in the office to receive any higher. So instead of the name of the manager. You can assign a team leet or a supervisor or a team members to the West. Then the first day you have activities for the first day, for example, give employees a tour around the office. You can talk about a safety procedures. Very important. To do it in the first day is extremely important. I have some experience with this, and believe me, you don't want to have a new hire that those who know anything about safety. And maybe at the end of the day there's an emergency or the fire alarm went off like you don't know what's gonna happen. So this is the first thing you have to do your orientation program. The amount of you can talk about the organization, the mission vision values off the organization and the department. A charmed the manager. They have to schedule this meetings one on one meetings to talk about performance and fit back one of the elements off our important problem in the first week. Can you see these area? These are on boarding elements would talk about them this components that are essential to make a name, Borden program successful, and we're gonna motivate our new hires to state with us so you can assign a businesses started here. Activity. An activity that is related to basic strategy activity to social integration, activity that clarify the role, activity about the culture and an activity about performance and giving it back. Here are some examples, like review agenda Embolden Agenda confirmed that the employees understand expected duris. For example. This one is related to clarification of the road. Uh, explain how absences are cold and Colbert Well, that's about the culture explaining Turn a communication that's also about the culture. I signed the first awesome assignment or project that's also part of, ah, performance and feedback and clarification of the role you can schedule. Ah, lunch that will be part off the social integration part, and you can send in your higher two singles training or any other type of trained related to the company. That will be the business strategy part. So you want to do this for every component or every element off a boarding 1st 2 weeks. Obviously, you can add more task, review the performance management system or talk about it. Tourists to other sites of organization if applicable, and again. We're going to see these on every stage first month. So what can the new hire learn about the business strategy about the social integration, ratification of the rural culture performance? Okay, and, for example, these one meeting with employees to discuss the first month. So that's about performance and feedback. Interim plea attends training, but that's part of clarification of the role. And again, we're going to see this again the 1st 3 moments. You also want to talk about business strategy, social integration, clarification of the role, culture and performance and fever. We also have some activities for your new hire. Complete, complete and you hire on board. Answer be or then you hire survey in the employee Irresponsible to complete that. That's one way to measure on Boarding Super Simple and A C and then six months. You can talk about what's going what happened next. What are the next activities for the next six months? Ah, sign and informed tasks and projects for the next six moms and have the time make the time to schedule regular meetings to talk about performance and feedback. Remember, it's not a good idea to talk about performance every only once a year, like every year. That's not just not a great idea, and it's not gonna work. It's not gonna work because your new hires or any employees don't know gonna be motivated. They're not. They need feedback. Everyone in its paper. We need to feel good about our purpose about Howard doing things. And this is the on Borden checklist. So remember the steps. Complete the planner Once you know what's the objective to implement on boarding war on your pre on boarding stage? Have meetings, uh, with the manager just to make sure everything is set up and ready for the first day and then also asked them What doesn't even play? He has to completing the first day in the first week in the first month, three months, six months, first year, those hard activities of Cuban and click here. You complete your important checklist, your schedule meetings. The next step is to schedule meetings one on one with H R and the manager to give feedback and talk about performance. And your last step is to measure, um, boarding program, the results of your program. You're gonna send a new hire survey. That's one of the things that you can do. Excellent. Remember to download a template on the project area. I have all the templates that you need to create your own boarding program. 13. Measuring Success : How are you gonna measure success? Very, very simple. We have some metrics or indicators. The 1st 1 could be turned over rates. If the turn over rate is going down, you're doing something good. The program is working. You also have qualitative information like the new hires. Turbie. If you have great answers, amazing information or answers, and they're loving bowling programs and they're only positive comments, you're doing well. Also the check ins. Another important piece when you're having these one on one meetings to talk about performance and feedback and they're telling you positive comments, that means it's working your program. It's working also a retention, great and productivity. If the new hires are making less mistakes and they're having better or high quality when they're performing their jobs, that means your program. It's working. If something is not working as well as you want, then you can make some tweaks and ask, Ask and ask To discover where is not on board and working is because the manager is not following the tasks off them. Borden checklists is because maybe the managers is keeping the one on one meetings are not giving feedback. Maybe it's because HR or the business owner. They don't have the time. Two. Drawn the pre of boarding or activities prior the first day. What is not working? Good. That's what you have to ask yourself in Research assess. 14. New hire survey: Now you have all the templates to implement boarding, and after three months or after six months, your rate asked for fit. Bacterial hires is an important stage because is a way to measure on boarding if it's been successful and it's a great way to improve your process, I'm gonna give you examples off the questions that I usually ask. Do you have a better understanding of the company? The U receded not feedback from your manager. Did you feel welcome and part of the team or part of the company? What were the weaknesses? All our boarding program? Why was this transfer plywood awarded program? If you have the opportunity to go back to your past job, would you do it? 15. Make it memorable!: Congratulations. Your new hire is about to start, so try to make it memorable. A memorable experience. Ah, lot of people quit their jobs because of their first day. They didn't like it. Then you have other experience still trying to make it like a wonderful experience. I'm gonna give you some tips. And my 1st 1 is focused on the new hiring experience. No, on in the process. And the 2nd 1 is get everyone excited. Make sure everyone in the company knows that through new heights, arriving guards, receptionists that the team. So when your new hire rise and they say, Hey, Mary will respect in you today that wherever you're really, really happy, another thing you can do is you can set up the desk. We don't welcome kids on it like a welcome kid with a struck off the company, a note or a cart assigned by the team. That's another nice touch. You can organize a launch with team. You can also sent paper, would advance for training so that you hire is not gonna focus so much. On paper was when I focused on information and at experience and play after orientation. Were you deliver information about the company addition, Mission and Values history. They can use technology like Lincoln or Twitter to share, to fax or to fun facts about team or about the company. 16. Course Recap: Let's do a quick recap. One of the reasons why you want to start a boarding program is because 22% of staff turned over off course on the 44 days off employment. You can share these information with your hiding managers or HR Director orientation is not on boarding. Would talk about that orientation. Is that single event on boarding? It's a process. It's a program or irritation. It's a single event, and you deliver the same information toe every new hire on boarding. Issa Customized plan Training plan For every new hire on boarding, it's a process to make the new hire a fully functioning member off the team as quickly as mostly as possible. And remember, we're putting too much effort whimpering our heart in getting those right feats for our company. The cost of not having a boring program is too high. We can't afford that cost. If we don't have on a boarding program in place, about performer can go on notice the whole time or the 1st 6 months. Remember the detail elopement management cycle tell us that we can't jump from recruitment from hire someone to performance management. We can expect that our new higher is going to give their best, and they're gonna have a great performance evaluation after three months or six months without any training plan in place. A Cat on Boarding on Boarding is a training plan to jump to performance management after a morning in performance management. How we're going to keep our new hires motivated. Another thing you can do is to work on their career. Pats mentioned that when you are building your own Borden checklist a career path, how they can grow in your organization in create individual and individual development programs or leadership programs just to remember some of the benefits off from boarding meeting a strategic objectives also sure in the time to full productivity accelerated the time to perform and bills engagement fast. You can be a teacher. See yourself as a teacher when you go to university, you know, or when you go to your first day of classes, you don't have all the information on the first day. You don't have the most complicated task or you don't have an exam on the first day. The first day is about integration is about to explain how the class is gonna work. What's the culture in the in the class or university? Ah, how the professor or the teacher works? Beat that teacher. Remember also partnering with managers. They are gonna be your best partner for on boarding purposes, so please try to work with them. They're gonna tell you what are gonna be the activities that you are going include in your checklist. They're gonna work with you in that pre on boarding face and they are gonna run most of the activities on a boarding. We don't boarding. Then we have a boarding elements. When you are building, you don't border tools like Priam boarding in your border checklist. You want to talk about the business, A strategy? You want to talk about culture. You want to talk about clarification of the role social integration, performance, feedback and I give you another one that check in. Remember, focus on the human experience is building on boarding should be yusor center and start building backwards. Very creative. It looks something like that. It starts with orientation than the new hire has a first a task, Then the manager can assign a first assignment of the moms HR and the manager that get together to the side. If they're gonna renew the contract and performance and management happens, the tools to implement on boarding you're gonna need your own border checklists. Bringing Borden checklist. You're gonna need your orientation program your on boarding checklist. You can have, um, the conversation, the tech in conversation and your new hire survey. You have to send me an email to gabby at. I connect the dots that come to receive your templates. Make the first date memorable, your new higher. It's going to remember the first day of work. Whatever. Please make it memorable. The on the one that take away that we want to have is to build confidence and trust. The first day sets the tone for the entire year, and they won. We also want to explain expectations off the roll, remind new hires the purpose off their job. You can explain that on the first day or on the first week, they want to feel their job has a meaningful purpose. Remember that the check ins or those one of one meetings to touch base with new hires, innocent questions. It's gold. You don't want to skip the check in process. The manager has to have checking meetings with a new hire. An HR is gonna have meetings within your higher as well. To measure success, try to always implement or send the new hire survey. If you want to improve year on boarding program, you will have to pay attention. You will have to measure success with all these indicators. Use a template that I provided to you. If you don't want to use a 10 place use at least or have a list but have a system in place or create a system in place, I'm giving you all the tools that I use toe on board every type of new. Hire a new one to level a supervisor, a manager or next negative. If you want to go with young with executives, you can also schedule conducting assessments for them. Apply assessments if you want to have more information, or if you want to learn more about our programs about HR or learning and development, please follow our website www that I connect the dots, the calm and also you can connect with me on Lincoln. You can find me as Gabby Picot or you can send me an email any time to ask questions related to on boarding, which you know. So bring this workshop or this information to your company. You can send me any melted gabby at I connect the dots don't come. I wait for your comments and feedback. This is very important for also ive you are really happy with this training. And if you're gonna implement these aborting program for the company, connect with me on linked ain you can send a recommendation on lengthen or on the website. You can also comments, so connect with me and congratulations. You are ready to implement a successful on boarding programs for every new hire. Congratulations.