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Transformational Onboarding
The document emphasizes the critical importance of effective onboarding processes for new employees, highlighting that a significant percentage of new hires decide to leave within their first six months. It provides statistics on turnover costs, which can reach up to 300% of a senior hire's salary, and outlines strategies for transformational onboarding that enhance engagement and reduce attrition. The PERMA model, focused on positive psychology, is suggested as a framework to improve the new joiner experience, which includes personalized onboarding journeys, ongoing support, and engagement strategies.
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Transformational Onboarding
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- 2. Today’s Presenter: DawnHollingworth • Director - Brand Strategy & Creative Services • 20+ years experience in creating successful brand, engagement and communication programmes • Partnered with businesses ranging from dynamic start-ups to FTSE 100 companies
- 3. YES… is justthe beginning
- 4. of joiners makeup their mind during the first six months about whether to leave Leaving statistics Sources: 1) Aberdeen Group Research 2) Equifax research 3) Forbes research 90%
- 5. of joiners leavevoluntarily within six months Leaving statistics Sources: 1) Aberdeen Group Research 2) Equifax research 3) Forbes research 40%
- 6. of turnover happenswithin the first 45 days Leaving statistics Sources: 1) Aberdeen Group Research 2) Equifax research 3) Forbes research Up to 20%
- 7. of salary for low-gradejobs Sources: 1) Equifax research 2) and 3) Aberdeen Group Research 16% to 20% Cost to the business Estimated average costs of turnover
- 8. of salary forentry-grade professional service roles Sources: 1) Equifax research 2) and 3) Aberdeen Group Research Cost to the business Estimated average costs of turnover 30% to 50%
- 9. of salary for seniorhires Sources: 1) Equifax research 2) and 3) Aberdeen Group Research Cost to the business Estimated average costs of turnover 150% to 300%
- 10. My favourite statisticfor cost of turnover Source: Urbanbound research £2.7 million of top executives say they had a poor onboarding experience32% for one top executive
- 11. Future-proof your ROI Transformationalonboarding will help you: Protect your investment (and reduce your costs of drop-out and attrition) Inspire a winning mind-set Achieve a competitive advantage
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- 13. Maria started her careeron a fast-track graduate programme. She was promoted several times in her previous company and is thrilled to be starting her next chapter with your business Maria Holland | Senior Manager, 35 years old Background • Completed her business training within a prestigious establishment • Progressive careerist, with a great track record Attitude and values • Dedicated leader who excels at bringing out the best in her team • Values work-life balance • Thrives on making a difference Brings to the party • Terrific technical expertise • Positive ‘can do’ attitude • Strong network of contacts
- 14. Introducing the PERMAmodel: Applied positive psychology Positive Emotion Engagement Relationships Meaning Accomplishment / Achievement PERMA
- 15. Experience: Ultimate onboarding Introducingthe new joiner journey: From accepting the offer to joining Week 1 Month 1 event Months 2-6 Supporting success from the moment they say, “Yes”
- 16. Congratulations! Video card Link to Hub Visit the Welcome Hub On PC Phone or Tablet From offer acceptance to joining: 1 2
- 17. From offer acceptanceto joining: A personalised experience on a fully branded hub Explore the company’s vision and values Understand the company heritage Free your potential Network and belong Boost your personal brand Accrue points for completing tasks Feel special
- 18. Set-up andbasics done well Daily leadership emails More networking opportunities Goal-setting and planning Real-time engagement Week 1: Positive reinforcement How was your day? Why was that?
- 19. Welcome andstimulus Join our journey – shape our future Values deep-dive – #atyourbest Ethics at work Information carousel – Q&A Break-out sessions Wrap-up and take-aways Event | Taking it to the next level Future- focused Digitally- enabled Business- relevant
- 20. Lunch and learnseries Success modelling Mastering business challenges Internal & external speakers Personal brand-boosting roadshow Stylist Photo LinkedIn profile Social media strategy Personal impact tips Months 2-6: Ongoing engagement, inspiration and support Ongoing calls, hub interaction, coaching…
- 21. Managers task incentivised Coaching workshops formanagers and toolkits such as checklists Data insights and themes played back to core team and People Leaders – available on a daily, weekly, monthly etc. basis Content from events and stories; internal communications and attending lunch and learns to engage the wider talent population. Confidence is infectious Wider stakeholder experience - Highlights People and Hiring Managers Programme Leaders (HR and L&D) Wider organisation, building confidence and pride
- 22. Delivering a win,win, win: For you, for the individual and for the business Positive Emotion Engagement Relationships Meaning Accomplishment / Achievement PERMA Winning Combination! Transformational Inspiring EmpoweringConfidence High-performance Alignment
- 23. Delivering a win,win, win: For you, for the individual and for the business Supported and engaged managers Empowering HR infrastructure Informed and supported People Leaders Greater engagement Reduced attrition Improved performance Higher impact Increased attractiveness Talent YOU
- 24. Principles to remember: PositiveEmotion Engagement Relationships Meaning Accomplishment / Achievement PERMA
- 25. Principles to remember: PositiveEmotion Engagement Relationships Meaning Accomplishment / Achievement Warm welcome, personal touch, meaningful and sustained interactions: VIP status. Use storytelling to convey purpose, vision and values. Involve leadership. Support strengths-based working. Encourage and support networking. Empower hiring managers to connect with impact. Provide mentors. Bring ‘making a difference’ to life. Show how work supports personal objectives. Set SMART objectives. Recognise and reward success. Show progression paths. PERMA
- 26. of candidates whogo through onboarding stay at least three years The rewards… Benefits of onboarding Sources: 1) and 2) Urbanbound research 3) Aberdeen group research 58%
- 27. of firms withstandardised onboarding report greater new hire productivity The rewards… Benefits of onboarding Sources: 1) and 2) Urbanbound research 3) Aberdeen group research 54%
- 28. extra firm-wide productivityis enjoyed by firms with an engaged workforce The rewards… Benefits of onboarding Sources: 1) and 2) Urbanbound research 3) Aberdeen group research 40%
- 29.