Creating an Effective Onboarding Program

Aug 22, 2024

Lecture on Building an Effective Onboarding Program

Overview

  • Objective: To build an onboarding program tailored to your organization.
  • Process:
    1. Map different onboarding experiences
    2. Identify onboarding activities and tasks
    3. Incorporate these into a program
    4. Discuss automation and self-service options
    5. Highlight critical assets for onboarding

Onboarding Experience Mapping

  • Negative Experience

    • Sally (Hiring Manager): Frantic, stressed, unsupported
    • Maya (New Hire): Anticipation, uncertainty, confusion
    • Outcomes: Guilt, disappointment, buyer's remorse, job search

  • Positive Experience

    • Sally: Prepared, organized, confident
    • Maya: Welcomed, inspired, productive
    • Outcomes: Confidence, value, eagerness to grow

Identifying Onboarding Activities and Tasks

  • Categories
    1. Initial setup: Administrative, technology, workspace
    2. Role-related setup: Understanding organization, tasks, training
    3. Culture: Purpose, community, growth

Setup Activities

  • Administrative: Legal documents, HR info, compliance
  • Technology: App access, support contacts
  • Workspace: Directions, remote setup

Role-Related Activities

  • Understanding company structure and fit
  • Task ramp-up, manager involvement
  • Tool and process training

Cultural Integration

  • Purpose: Company history, mission, values
  • Community: Buddy system, team events, resource groups
  • Growth: Development plans, training, mental health

Forming an Onboarding Team

  • Include hiring managers, IT, and people team
  • Use collaborative brainstorming (e.g., sticky notes, whiteboards)
  • Roadmap activities across timeframes: Pre-day one, Day one, First week, etc.

Automation and Self-Service

  • Develop detailed schedules for tasks
  • Identify triggers for automation
  • Create self-service checklists

Critical Onboarding Assets

  • Employee Handbook: Culture guide, updated and inspiring
  • Ramp-Up Plan: Role-specific, outlines expectations and responsibilities

Example: Consulting Team Ramp-Up

  • 30 Days: Supporting role, training, internal projects
  • 3 Months: Active on projects, supported by senior consultant
  • 6 Months: Leading tasks, facilitating meetings
  • 8 Months: Fully ramped up as a consultant

Conclusion

  • Onboarding takes preparation but yields long-term benefits
  • Resources and toolkit available for further guidance

Remember: The onboarding program is not just a checklist, but a strategic initiative to ensure new hires are integrated and productive members of the team.