Comments on: Onboarding Program Killers: 15 Common Errors to Avoid

By: HRM Today - Blog Archive » Un-Boarding: 5 Ways Companies Get Employee Onboarding Wrong

Tue, 03 Nov 2009 00:26:08 +0000

[...] new hire retention/termination rates, new hire error rates, new-hire referrals, and program ROI, according ERE.net’s Dr. John Sullivan. You need to figure out a way to measure the success of your onboarding program and find ways to [...]

By: On-boarding Program « Silvina Martinez Cleñan

On-boarding Program « Silvina Martinez Cleñan — Sun, 16 Aug 2009 21:33:33 +0000

[...] Ref.: On – Boarding Program 15 common errors to avoid [...]

By: Walter Vanstone

Walter Vanstone — Tue, 18 Nov 2008 16:58:06 +0000

#18 Hiring Manager Onboarding Training- More often than not, hiring manager show up for onboarding with unclear objectives or lack of information for the new employee. Hiring managers should be aware of the negative impact that they have on new employees; show the new hires how they play an important role in the success of their new organization’s goals. Moreover, providing training to hiring manager will reinforce their accountability thus a successful onboarding process.

By: Surinder Rehill

Surinder Rehill — Mon, 17 Nov 2008 20:16:37 +0000

The onboarding should be bottom up instead of top down letting a new hire to feel comfortable in her/his new adopted role, fellow peers/team members and the office enviornment.

Depending on the position, most onboarding programs don’t take off because of the information overloading for the whole company on the first day. Go in steps and it will successful.

By: David Lee

David Lee — Mon, 17 Nov 2008 14:43:28 +0000

Here are two more mistakes to add to the above list:

#16. Not Bothering To Ask New Hires for Feedback – All the companies I’ve researched who do a great job with onboarding make sure they solicit employee feedback re: their orientation program, their new hire experience, etc. Examples include: Ritz Carlton does it after 21 days, Northeast Delta Dental – 90 days, Designer Blinds, 90 days.

Ideally, the new employee’s manager would check in on an ongoing basis.

#17. Thinking New Employees Don’t Notice Slipshod Orientation Programs and Onboarding Processes – They do, and if affects both their level of engagement and their impression of their new employer–an impression that will affect all future interactions. As a senior level manager said to me: “Just as you’re evaluating them, they’re evaluating you.” (if you want more on this, ERE.net has some of my articles that go into this in more depth).