Menu
Menu
Menu
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 and 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.
William J. Ryan, Ph.D., is the Principal Consultant with Ryan Consulting, LLC, using learning as a strategic business tool to develop and impact people to improve retention, engagement, and performance. Bill has a demonstrated record of corporate and industrial management experience leading performance support and instructional design teams globally, including government (Dept. of Energy), high technology (IBM & Westinghouse), and health-related industries, including home health care and insurance (Humana). Recent clients include Delta Faucet with a comprehensive talent staffing and development plan, Blue Circle Leadership, developing a blended online program in leadership development, developing an implementation strategy for a Hiring for Competency model used by the National Retail Services, a state initiative focused on workforce development helping businesses retain and develop employees. He is actively working with a clinical start-up focused on improved neonatal techniques for clinicians across the country and on a blended leadership and coaching program for a multi-state manufacturing concern. Bill holds an MS from Ithaca College focused on Instructional Design, and a Ph.D. in Computing Technology in Education from Nova Southeastern University.
For more information, please visit his website at www.williamjryan.com and contact him via email at wjryan@ix.netcom.com or by phone at (502) 797-2479. He is also active on Twitter.
Training Tools for Developing Great People Skills
This event is sponsored by HRDQ. For 45 years HRDQ has provided research-based, off-the-shelf soft-skills training resources for classroom, virtual, and online training. From assessments and workshops to experiential hands-on games, HRDQ helps organizations improve performance, increase job satisfaction, and more.
Learn more at HRDQstore.com
“Appreciate HRDQ jumping on the topic of onboarding in these new virtual times. In my experience, remote has been more work with less time. Not much focus on the onboarding with building these new virtual communities. Thank you for the ideas I can share with my leadership.”
– Susan M.
“I would highly recommend this webinar to all HR onboarding team members. [There are] lots of new ideas and good information in here that can be put to use right away.”
– Laura D.
“I have always used on-boarding for new employees; however, didn’t realize that I should carry on for a longer period of time. This information was very helpful, very understandable and doable. Thank you.”
– Sheri N.
Sign up for more as a member of HRDQ-U
HRDQ-U offers much of its learning content free to visitors, including live and select webinars, blog posts, and more, with new events and posts shared every week. However, there is much more learning available. You can access our complete library of on-demand webinars and other training events and content by simply signing up.
One Response
I really appreciated how the presenter drove home the idea that onboarding should be personal and real. He didn’t use the word “authentic” but I found myself writing it in my notes several times. This is an important reminder in a world (HR) that is very focused on compliance, it’s easy to get lost in everything being a checklist. But for an employee, this is their life at work, not a box to check.