- Any person responsible for Employee Engagement
A recent Gallup Study finds that only 12% of employees strongly agree that their organization does a great job on-boarding new employees and because of this, employee turnover can be as much as 50% in the first 18 months of employment. When you couple this with a training cost of $1,096 per employee, it’s easy to see where training costs can get out of hand.
The experience a new employee has in their first 90-days determines whether they become a productive member of the team or even decide to stay. Despite this fact, the mad rush to get a new employee up-to-speed and doing their job leads to onboarding experiences that can be described as “drinking from a firehose.” Or worse – one that is so boring and ineffective that people fail to connect to your business. Your approach to onboarding experience design should be built around a single intention: to have a new employee see their future with your organization before they even start.
Successful onboarding programs are those that reflect your businesses unique culture, values and vision and demonstrate your commitment to being a work environment where new talent can grow and thrive.
In this session we will exam the critical points that connect powerful employee onboarding experiences to being the place where the best talent wants to work and grow.
In this session we will exam
- 6 differences that separate “employee orientation” from “onboarding”
- Critical components of designing a powerful onboarding experience that doesn’t have people running to check out your competitors.
- The fundamental needs new employees have, that when addressed, accelerate excitement, engagement and enrollment
- What an effective onboarding program can do for employees, managers … your entire company
What you’ll leave with:
- Onboarding “tip-sheet”
- Onboarding Employee and Manager Checklist
- New ideas to build excitement and engagement