Onboarding is NOT Orientation: What's The Difference and Why You Need Both

Duration: 60 minutes

Speaker: Marcia Zidle

CREDITS:

Available On-Demand

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ABOUT THE EVENT

Is your hiring and onboarding process costing you unnecessarily? Did you know….

Nearly 1/3 of people are job searching within six months of employment
Almost 1/3 of externally hired executives miss expectations in the first two years
With 10-15% annual attrition, companies lose about 60% of their entire talent base within four years.

Introducing an onboarding program into your hiring process can mean the difference between retaining top employees or watching them walk out the door after several months or even weeks. Companies who implement an effective onboarding program during the first three months of the new hire employment experience will experience a 50% greater retention; a 54% increase in productivity; and a 59% higher engagement than those who don’t according to the Aberdeen Group.

What does yours do? And do you even have an onboarding program?

A strategic onboarding plan can dramatically impact your business. Therefore, it needs to be done right especially if it’s now being done remotely. Yes, there are challenges, but there are also simple, innovative ways to help new hires quickly learn the performance expectations of their new job; align their personal goals with that of the team; and integrate into your workplace culture. If that happens, it will result in higher job satisfaction and higher engagement, better job performance, greater commitment to your, and reduced turnover. it’s a win-win for everyone.

Areas Covered:

You have made your decision about whom to hire. You’ve gotten them excited about their new job. You’re excited about what they can bring to your team. Now what? Onboarding is important because it introduces the employee to the company’s culture and expectations as well as your department’s goals and key priorities. In addition, it gives the employee the vital training and information needed to succeed in their new position. The sooner your new hires start feeling part of your team or department, the sooner they will start contributing at full capacity. An onboarding program isn’t just a routine checklist; it should be a step-by-step program that makes the new employee, as well as the manager, confident they made the right choice and confident they can succeed in their new job. It’s a way to avoid buyer’s remorse. Also, a new hire’s compatibility or culture fit will likely be determined during the onboarding process. This can save you the manager from a prolonged investment of your time and money into the wrong person. It’s also a win-win for everyone.

Learning Objectives:

Robust onboarding programs help your talent get up to speed faster and deter them from leaving for greener pastures. The learning objectives are:

Recognize the difference between orientation and onboarding: They are not the same, you need both
Identify the building blocks of an effective onboarding program: The 4’Cs: compliance, clarification, culture, connections
Review a toolbox of six best practices, with real-world examples, for implementing an onboarding program in your organization
Understand the responsibilities of three key stakeholders: Executive management, human resources, the new hire’s manager
Learn how remotely or hybrid onboarding can build connections and communication to get everyone on the same page
Make sure you know the 5 key questions new employee have that need to be answered quickly to avoid disengagement.

Who Should Attend:

CEO’s, COO’s, VP of Human Resources.
Chief Learning Officer.
Directors.
Project Managers, Operation Managers.
Supervisor, Team Leaders.
Human Resources Professionals.
Managers,
Talent management professionals.

Handouts & Reference Material:

Onboarding Schedule

Speaker(s)

Marcia Zidle

Marcia Zidle, the Smart Moves Coach, is a board-certified executive and career coach, business management consultant and keynote speaker, with over 25 years of management, business consulting and international experience in a variety of industries including health care, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality, government and nonprofits. She has expertise in strategy and alignment; executive and team leadership development; social and emotional intelligence; employee engagement and innovation; career and organization change management; employee relations and talent management. Marcia has been selected one of LinkedIn Profinder’s top coaches for the past 7 years. Check out her 200 + LinkedIn articles she’s authored on Leadership, Management and Human Resources topics that have facilitated organizations to leverage their leadership and human capital assets generating greater effectiveness and profitability. Marcia’s claim to fame is as a world traveler having a multi-cultural spirit and perspective. She has lived as an expatriate with her family in Scandinavia and Australia. In fact, one of her children is an "Aussie". She’s traveled to over 30 countries throughout Europe, Middle East, Far East, and the South Pacific.

CEUs

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Credits: 1.0

Compliance Prime is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org

Credits: 1.0

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