Comments on: How the Best Onboarding Programs Work http://www.ere.net/2008/10/03/how-the-best-onboarding-programs-work/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Sat, 21 Nov 2009 23:35:23 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Erika Lamont http://www.ere.net/2008/10/03/how-the-best-onboarding-programs-work/comment-page-1/#comment-7831 Erika Lamont Wed, 08 Oct 2008 17:48:17 +0000 http://www.ere.net/?p=4210#comment-7831 Kevin, I agree with the points you raise and would like to add one other critical component that is often missing from most organizations' onboarding processes. It is formal feedback. New hires need quantitative and qualitative information as to how they are being perceived in the organization. This is particularly important as new leaders in organizations. They can be using techniques and strategies that have served them well in the past, however, are not allowing them to be successful in their new roles. Surveys and targeted conversations can reveal this important data and should always be included in any sound onboarding process. We have built successful onboarding processes with the three essential elements of Knowledge, Relationships and Feedback and have produced solid results for clients who embrace this approach. Erika Lamont Connect the Dots Consulting http://www.connectthedotsconsulting.com/ Kevin,
I agree with the points you raise and would like to add one other critical component that is often missing from most organizations’ onboarding processes. It is formal feedback. New hires need quantitative and qualitative information as to how they are being perceived in the organization. This is particularly important as new leaders in organizations. They can be using techniques and strategies that have served them well in the past, however, are not allowing them to be successful in their new roles.

Surveys and targeted conversations can reveal this important data and should always be included in any sound onboarding process.

We have built successful onboarding processes with the three essential elements of Knowledge, Relationships and Feedback and have produced solid results for clients who embrace this approach.

Erika Lamont
Connect the Dots Consulting
http://www.connectthedotsconsulting.com/

]]> By: George Bradt http://www.ere.net/2008/10/03/how-the-best-onboarding-programs-work/comment-page-1/#comment-7753 George Bradt Sat, 04 Oct 2008 15:16:23 +0000 http://www.ere.net/?p=4210#comment-7753 Kevin, There's some very good thinking here. In our new book "Onboarding" (Wiley, 2009), we suggest a three phase approach to onboarding programs starting well in advance: I) Set the stage for success even before they sign up: 1 create a powerful slate of potential candidates 2 evaluate candidates against the recruiting brief in a way that sets up closing the sale 3 make the offer and close the sale in a way that reinforces your leadership message because everything communicates II) Help your new employee get a head start before day one 4 co-create an onboarding plan with the new employee 5 manage the announcement cascade in a way that sets up your new employee for success with all their key stakeholders III) Enable and inspire your new employee to deliver better results faster on the job 6 assign someone to do what is required for the new employee to be ready, eager, and able to do real work starting on their first day (Accommodation) 7 create conditions for your new employee to start working well with others early on (Assimilation) 8 give your new employee the resources and support they need to deliver better results faster (Acceleration) George Bradt PrimeGenesis Executive Onboarding and Transition Acceleration www.primegenesis.com Kevin,

There’s some very good thinking here. In our new book “Onboarding” (Wiley, 2009), we suggest a three phase approach to onboarding programs starting well in advance:

I) Set the stage for success even before they sign up:
1 create a powerful slate of potential candidates
2 evaluate candidates against the recruiting brief in a way that sets up
closing the sale
3 make the offer and close the sale in a way that reinforces your leadership message because everything communicates

II) Help your new employee get a head start before day one
4 co-create an onboarding plan with the new employee
5 manage the announcement cascade in a way that sets up your new employee for success with all their key stakeholders

III) Enable and inspire your new employee to deliver better results faster on the job
6 assign someone to do what is required for the new employee to be ready, eager, and able to do real work starting on their first day (Accommodation)
7 create conditions for your new employee to start working well with others early on (Assimilation)
8 give your new employee the resources and support they need to deliver better results faster (Acceleration)

George Bradt
PrimeGenesis
Executive Onboarding and Transition Acceleration
http://www.primegenesis.com

]]> By: Josh Micelotta http://www.ere.net/2008/10/03/how-the-best-onboarding-programs-work/comment-page-1/#comment-7745 Josh Micelotta Sat, 04 Oct 2008 11:58:00 +0000 http://www.ere.net/?p=4210#comment-7745 New Employee On-Boarding Study. The purpose of this project is to better understand (a) what all new employees need to learn in order to be successful, (b) what companies are doing to help orientate and onboard their new employees, (c) which of those activities are most effective, and (d) when within the first months of employment those activities should occur. To examine these issues Professor Howard J. Klein from The Ohio State University is asking employers to tell him about their on-boarding practices and then allow him to survey their new employees about their on-boarding experiences. Participation involves having one person to fill out the “company” survey, which is online and should take no more than 20 minutes to complete. The new employee survey takes no more than 30 minute to complete and is also on-line (although a paper and pencil version can be provided if necessary). In return for participating Professor Klein will provide a summary of his findings which will allow the participating companies to evaluate and benchmark their on-boarding practices. For more information about this project, contact Professor Klein at klein_12@fisher.osu.edu or (614) 292-0719. New Employee On-Boarding Study. The purpose of this project is to better understand (a) what all new employees need to learn in order to be successful, (b) what companies are doing to help orientate and onboard their new employees, (c) which of those activities are most effective, and (d) when within the first months of employment those activities should occur. To examine these issues Professor Howard J. Klein from The Ohio State University is asking employers to tell him about their on-boarding practices and then allow him to survey their new employees about their on-boarding experiences. Participation involves having one person to fill out the “company” survey, which is online and should take no more than 20 minutes to complete. The new employee survey takes no more than 30 minute to complete and is also on-line (although a paper and pencil version can be provided if necessary). In return for participating Professor Klein will provide a summary of his findings which will allow the participating companies to evaluate and benchmark their on-boarding practices. For more information about this project, contact Professor Klein at klein_12@fisher.osu.edu or (614) 292-0719.

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