Remember your first day at the new job?  Who knew there were so many benefit options?  Do I put a 0 or a 1 in the tax forms?  The video from the CEO was interesting, and lunch was nice, right? Nearly 50% of hourly workers leave within four months, and the same is true for senior leaders brought in; they leave in eighteen months.

A robust onboarding process impacts all employees, especially those who enter new roles within their current team or another part of the organization.  Onboarding now involves blending content resources and using virtual tools to create connections with teammates, business partners, and includes learning scheduled in the workflow to meet the annual business lifecycle.  A key component is creating a structured networking experience with others in similar roles to support performance and growth and developing the connections the new hire needs to be successful in their position. This model focuses on providing clarification of new responsibilities and expectations to new team members to prevent experiences that leave employees frustrated, confused, feeling alone, and unsure of their ability to succeed in this new role.

A structured onboarding program is key to long term success and involves a strategic, long-term plan. In this session, William Ryan will share a process that combines tactical training targeted around the needs of a role using the 4 “C’s” +1 model that centers on constant communication, feedback, and performance measurement — all factors that impact employee retention and engagement. We’ll explore the employee lifecycle for mentoring and development and discuss how bringing people together builds the internal network and supports collaboration. Onboarding is more than a one-and-done session; it’s a process that prepares people to be successful for long-term performance.

Attendees will learn

• To identify a process lifecycle that aligns worker needs with organization business needs to focus on long term retention.
• To identify the 4C’s + 1 and describe how they can engage and support an employee in a new role to be successful.
• To describe the areas where technology can be used in the onboarding process to benefit the employee in being successful in their role as they work in remote locations. 

Who should attend

• Leaders and managers
• HR and talent development professionals
• Independent consultants 

Resources

• [Blog] Onboarding – It’s More than One & Done