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From Candidate to Employee: Building Business-Driven & Culturally Minded Onboarding Experiences Edie [email protected]#disrupthr DENAugust 27, 2015
2 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 2Ann Sample Leadership Assessment & Development Profile
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A STORY: WHEN A PP PRES FELL FLAT
Don’t talk at & tell me
3 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 3Ann Sample Leadership Assessment & Development Profile
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INSTEAD
Ask how I’ve experienced your company’s culture and core values
4 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 4Ann Sample Leadership Assessment & Development Profile
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TELL ME, WHO ARE YOU?
5 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 5Ann Sample Leadership Assessment & Development Profile
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INTERESTING DATA
– 48% of all candidates try to figure out whether your company has values they like
– 47% want to understand your products
– 31% are looking for information on culture
6 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 6Ann Sample Leadership Assessment & Development Profile
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CASE FOR ONBOARDING77% of new hires make the decision to stay or leave an organization within their first 6 months. -Human Capital Institute
When employees go through structured onboarding, they are 58% more likely to remain with the organization after three years.-Wynhurst Group
7 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 7Ann Sample Leadership Assessment & Development Profile
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WHERE SHOULD WE START?
IDEAS FOR HOW TO DESIGN ONBOARDING
8 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 8Ann Sample Leadership Assessment & Development Profile
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DEFINE THE EMPLOYEE EXPERIENCE “WHAT IS UNIQUE ABOUT US?”
– You invest in building relationships, you are curious and you know how to get sh*t done.
– We are not a start up. We are not a $5B business. Today, we exist in an in-between place. Please be patient. You are here to help us evolve.
– You are not confined by your job description; think bounty, not boundary.
– We’re a little different, a little irreverent, but ultimately practical and smart.
9 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 9Ann Sample Leadership Assessment & Development Profile
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“WHAT DO WE WANT OUR NEW HIRES TO BE THINKING & FEELING?”
– I am experiencing the power of meaningful connections.– I am excited about this unique adventure. – I feel supported. – I am willing to listen, to learn and to help. – I will speak up, take action, and own.– I understand where I fit in the big picture.– I’ve learned something about myself and my colleagues.– I can contribute and make a difference here.– I feel confident in my choice to join.
10 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 10Ann Sample Leadership Assessment & Development Profile
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BUILDING CONNECTED AND CULTURALLY-MINDED EXPERIENCES
– Sense of belonging and engagement
– Builds on the “yes!”
– Integrates them into their work and culture quickly = time to competency/ productivity
11 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 11Ann Sample Leadership Assessment & Development Profile
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BUILDING CONNECTED AND CULTURALLY-MINDED EXPERIENCES
– Expectation of co-ownership between new hire and manager
– Leverage your community of employees to provide insight, lessons of experience, rules of the road
12 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 12Ann Sample Leadership Assessment & Development Profile
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ONBOARDING PRACTICES FOR NEW HIRES TO LEARN YOUR BUSINESS & CULTURE– What is the business?– What do you sell? – What are your product(s)?– Who are your customers?– Why is this important for everyone? – What is it really like to work here?
13 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 13Ann Sample Leadership Assessment & Development Profile
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OPENNESS & FEEDBACK AS PART OF THE CULTURE
In small groups discuss:– What was the crossroad that led you here? – Share one behavioral change/risk you are willing
to take
Partners: – Provided support & encouragement– Shared observations and feedback – Established ongoing peer coaching relationship
14 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 14Ann Sample Leadership Assessment & Development Profile
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OTHER GREAT STUFF
– First impressions count. Continued impressions do, too.
– Don’t forget your remote workers– Proactive onboarding plans – Assimilation/quick start facilitation for key
leaders and their team– Onboarding coach (internal or external)
15 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 15Ann Sample Leadership Assessment & Development Profile
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MUSINGS FROM AN OLD DOG (WHO CAN LEARN NEW TRICKS) – Think about how every activity, every
transaction, every gesture says something about your culture, your values and what is important to your company.
– Bringing people together for an in-person experience was an investment we were willing to make.
– Don’t underestimate what an 80’s karaoke party can do to promote community and provide a warm welcome.
16 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 16Ann Sample Leadership Assessment & Development Profile
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LET’S MAKE FUNDAMENTALS SEXY!
The Unsexy Fundamentals of Great HR, Effron & Ort
“We believe that it is much easier to propose dramatic re-invention and trendy new practices than it is to execute the sometimes boring fundamentals of HR.”
Sometimes we complicate things by over-engineering and over-orchestrating.
17 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 17Ann Sample Leadership Assessment & Development Profile
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HERE COMES A FOOD METAPHORWhat mom taught me about cooking fish (and this is my childhood friend Ethan with a Black Drum from Cape Sable, FL)
18 | Competency Assessment| June 21, 2012 | Confidential – Internal Only 18Ann Sample Leadership Assessment & Development Profile
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ONBOARDING IS AN HR FUNDAMENTAL
Fundamentals don’t have to be boring. Well-executed and “basic” isn’t bad- it’s professional. Dare I say sexy?
So let’s do the basics really well. Is it disruptive? Maybe, maybe not. For some of our organizations it is.
Make your own onboarding initiatives truly reflect your unique culture and business in the most simple & elegant way possible.
