It’s Not Just for New Hires

More than new employees, onboarding impacts existing employees who are going to new roles, even if the role is within their current group or part of the organization. Just because someone has been working at an organization for a while doesn’t mean that in a new role with new responsibilities and new team members, they won’t have experiences that leave them frustrated, confused, feeling alone, and unsure of their ability to be successful in this new role.

The Power of a Structured Onboarding Program

A structured onboarding program is key to long-term success and involves a strategic long-term plan. Let me share a 12-month process I developed that combines tactical training targeted around the needs of the role with constant communication, feedback, and performance measurement – all factors that impact employee retention and engagement. I used 12 months to follow the employee lifecycle for mentoring and development, including connecting people together to build the internal network and support collaboration going forward. Watch this short video for more information about this 12-month process.

Whether the person is new to the organization, to the role, or both, onboarding is more than a one-and-done thing – build a process that develops people to be successful, and they will stay, and everyone wins then. If you would like to learn more about ways to develop your onboarding model and ways to retain your talent, let’s talk! Visit my website at Ryan Consulting!