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Onboarding Guide for Managers

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by

Danielle Wade

on 25 February 2015

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Transcript of Onboarding Guide for Managers

Your Role in Onboarding
Managers play a critical role in planning and implementing the onboarding process for new employees. Your efforts to acclimate the employee and align his/her role with department and company initiatives can improve new employee engagement and drive retention.
The First Day... What to do with your new hire?
Review the schedule for the first day and answer any pertinent questions he/she may have. HR will meet with your new hire for one hour in the morning to review polices and procedures.
The First Three Months and Beyond
During the first month, it is traditional to expect modest deliverables in which the new hire can learn by doing and be positioned for success and confidence building. By the end of the first three months, the new employee should be getting up to speed and should be expected to be evaluated on a normal workload.


Feedback! Feedback! Feedback!
• After 90 days, provide formal feedback on the new hire’s performance, while also soliciting feedback from the employee.
• Encourage the new hire to note any ideas that they have for improving the operations, strategy, or culture of the organization. The new hire may or may not feel comfortable sharing these immediately, but it is important that the organization be open to the impressions of someone with fresh eyes.

Onboarding Guide for Managers
Introduce your new employee to the team and
and give a tour of the office. Point out supply locations, restrooms, kitchens, fruit and juice locations and explain all that’s involved, department locations, and printers.

Clarify the first week’s schedule, and confirm required and recommended training.
Sit with the new employee, discussing how the position fits in the work group and department, and how the job and department contribute to Enablon's overall vision and mission.
A more engaged employee who feels a real connection to the organization and understands the purpose and responsibilities of his/her role.
A new employee who is able to make immediate
contributions through a successful first assignment.
A significant reduction in acclimation time for the new employee.

The benefits of comprehensive
onboarding include:
New Hire Desk setup
HR will set up the desk before he/she starts. It's important to welcome employees with an assortment of gifts and activities to help new hires get involved right out of the gate.
Why is going out to lunch important?
Making a good first impression counts!

1) Great icebreaker for new team members.
2) Builds up loyalty and establishes a rapport on the first day.
3) It's a nice change of scenery from the office.
4) Everyone likes free lunch!
In all seriousness, please take them out to lunch.
Assign a buddy to the new hire as an immediate resource for any questions, help them build a network, educate them on resources, and give key information about organizational culture and goals. Please introduce your new hire to their buddy on the employee’s first day and explain the role of the buddy.
How do you prepare for for your new hire?
Complete an agenda for the first week on the job. As part of the agenda, schedule times for the new hire to meet with key staff members. Advise them to follow a meeting format that includes sharing a description of their own position, how their role interacts with that of the new hire, and how they might expect to work together in the future.
The First Month
• Establish goals and provide regular, informal feedback using the
Coaching and Goal Setting
form.
The First week
• Meet to discuss desired management style and information about typical processes, such as how decisions are made. It’s also important to set expectations about deliverables, timelines and performance metrics. It is essential that such plans and goals be clearly communicated at the outset of the relationship in order to position a new hire for success in his or her role.

• Explain the first assignment to the employee, using the “
A Successful First Assignment
” template as a guide.

• The Knowledge Management team will schedule training for your new employee. They host one training course per month. The training is usually one day but can be longer based on the role. Contact KM directly with any questions.

• Continue meeting with the new employee to answer questions and follow up on training sessions and meetings that he/she attended.

• Discuss with the employee how his/her performance will be formally evaluated and the timing for the evaluation.
Throughout the first three months, stay mindful of opportunities to integrate new hires into their work groups and into the organization as a whole.
Although all of these steps require an investment of time and resources, it is an investment whose cost / benefit analysis is clear. Spend time cultivating relationships with key employees OR spend time and money recruiting replacements. The loss of a key employee could easily cost the company 4 times their salary.
Effective onboarding is also a fantastic way to show all of your employees that you value their happiness and want them to succeed.
Cost vs. Benefit
Plan a welcome lunch for your new hire for his/her first day with a few members of the team.
Questions? Contact your friendly HR team
Full transcript