A thought towards onboarding process
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how to retain employees when they opt for other companies within their first year.Drawing out ideas from what other companies do to retain their employees. Risk vs Success on employee onboarding
A thought towards onboarding process
- 1. A Thought Towards Onboarding Process Annual Learning Conference 15 July 2017 Aishwarya Zoad Ashutosh Mishra
- 2. Are we able to retain our new Employees?
- 3. What Survey tells 1 in 6 employees quit their job within the first 3 months of starting the position. 1/3 of employees quit their job within the first 6 months. And of those who quit their jobs during this time, 1 in 3 cited insufficient onboarding services. Nearly 1/4 said that properly managed onboarding would have helped persuade them to stay in their positions.
- 4. employee retention rates are low even when we dedicate resources and time Why...
- 6. Information and Data is Hoarded and not shared Decision Making is in the Hands of Few Low Salary The problem is : we run to Minimize Risk , not maximize freedom and speed
- 8. The only way for business to consistently succeed today is to attract smart creative employees and create an environment where they can thrive at scale
- 9. To attract smart employees.. Remember: We need to start a new culture that is ready to accept Employees need to be cared Even before they join our organization
- 10. & Then live according to your own slogans So plan your culture early. Think about (and document) the things you care about as a group, The way you work and make decisions
- 12. O R I E N TAT I O N is a process of making new employees aware with the organization. It is only One time Starting event which covers Welcome and Introduction into key things.
- 14. Lets Try
- 15. Introduction to Onboarding The process of helping new hires adjust to social and performance aspects of their jobs quickly and smoothly is Onboarding
- 19. Before the first day Send Benefit information and enrollment instructions Send a welcome note Provide first day agenda On first day Set up employees computer and place Orientation Program Assign a buddy /Mentor Second Week Set goals Identify and resolve concepts Induction Program End of Month Survey on onboarding program Involve in projects with small role 45 days Make role clearer Find if employee is happy with his role
- 21. 1. Twitter: From Yes to Desk One company that leads with employee onboarding is Twitter. The company has 3,800 employees in 35 offices around the world. Twitters employee onboarding program focuses on making the Yes to Desk period as productive and welcoming as possible. This period is from when a new hire says Yes to an offer, all the way through to arriving at their Desk. At Twitter, they have over 75 steps and handoffs between Recruiting, HR, IT, and Facilities. Before the employee sits down, they have their email address, a T-shirt, and bottle of wine waiting. New employee desks are strategically located next to key teammates they will be working with. On the first day, new team members have breakfast with the CEO followed by a tour of the company office, before group training on the tools and systems relevant to their role. To keep the company culture vibrant, Twitter has a monthly new hire Happy Hour with the Senior Leadership Team, and a rotating schedule of presentations on Friday afternoons where employees can learn about other team projects.
- 22. 2. Buffer: the Three-Buddy system The value of a strong employee onboarding program doesnt only apply to teams in a physical location Buffer is made up of a remote team with just under 100 salaried employees. This presents a special challenge for maintaining a cohesive team and onboarding program. Buffer, similar to Twitter, starts the employee onboarding process as soon as they have confirmation from the new recruit accepting the position. They have a group of three Buddies who play different roles in their six-week onboarding bootcamp experience; A Leader Buddy, a Role Buddy, and a Culture Buddy. New hires are introduced to these buddies before day one, who help guide them through the bootcamp experience with regular communication and check-ins.
- 23. 3. Zappos: Protect the Culture Zappos onboarding process lasts four weeks and puts a special emphasis on getting new hires in sync with the employee community. Everyone who joins the company (regardless of their role) experiences the same employee onboarding program. The Zappos onboarding experience is designed to grow company culture, build a stronger team, and create lasting relationships throughout the entire company. It also trains the employees on best practices for delivering their service to their customers buying clothes and shoes. To ensure cohesiveness between the different teams, a collection of 10 core values and the history behind each value is presented to the new hires. At the 1 month anniversary, any new employee who doesnt feel theyre a good fit is offered $2,000 to quit. This highlights Zappos focus on protecting the company culture and ensuring they have the right employees who want to be there.
- 24. Common Themes All of these onboarding programs share common themes that contribute to employee experience success. Make the investment: Start early Company Culture is everything Get the team involved: Clear Roadmap Training and development
- 25. Remember, the risk is not that you do too much in employee onboarding, but too little. Building a productive, scalable, and engaged workforce starts with providing new employees with a great onboarding process. It makes sense to invest in Employee onboarding. With a structured program, employees are 58% more likely to be with your company after three years.