Onboarding: Planting the seeds of your organization’s future

November 3, 2014by Mike LepisEmployee EngagementRecruiting and Retention

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How excited were you when you received your offer letter or phone call to your new job? Okay, now how excited were you 3 hours into your “new employee orientation?” Most likely, there was a disconnect somewhere between your idea of the company and the reality of it. Onboarding is such an important step in a career, and it needs help across the board. Not many folks are doing a great job at it.

The Numbers Are In

  • 1/3 of execs think of quitting in their first three months (source: hcamag.com)
  • More than 25% of the U.S. population experiences some type of career transition each year
  • 1/2 of all hourly workers leave their jobs in the first four months
  • 1/2 of all senior outside hires fail within 18 months

Onboarding needs help.

Getting Started on the Right Foot

Why do onboarding programs have problems? Well, they have been an afterthought for so long. If you are redesigning your program you can make a few tweaks or considerations to increase its effectiveness:

  • Clarity: From expectations to materials to the experience for new hires, make it as clear as possible.
  • Enlist Hiring managers: Move away from the ‘checklist approach’ and bring all of those involved in the new employee’s success into the program.
  • Help employees help themselves: We are more and more growing accustomed to a self-service approach in our lives. The opportunity for success at your new job should be no different.

Where to Look for Help

Onboarding is about meeting new people and learning new things. How do you best learn and meet people? In a passive setting with a firehose of information? Of course not. A great paper by Talya N. Bauer, Ph.D is full of valuable information and intuitive program insights. If you are planning a redesign of your current onboarding program this will give you plenty to chew on.

Think of onboarding as planting the seeds of your organization’s future. Onboarding is where new leaders, influencers, and innovators are coming through the doors. With the right program, administered in the right way, you are giving yourself and your organization a competitive advantage and creating a great culture.

Mike Lepis

As a Creative Director, Mike is responsible for developing insights and mapping them to the creative solutions that drive employee engagement for Vignette’s clients. Early in his career Mike worked for both consumer marketing and internal communication divisions at Nike. In event marketing, Mike saw how a strong brand can bring people together. In consumer marketing, Mike learned how modern practices and measurement shape effective messaging. In Latin American marketing, Mike was immersed in video and digital communications channels. And with internal communication, Mike saw how—when employees are challenged, encouraged, and supported—they will get behind a brand and its mission.