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First impressions matter for organizations too!

A positive onboarding experience increases the likelihood of an employee sticking to the organization 3 times over. Studies show that 93% of employers feel that the Onboarding experience and the first 90 days' experience of the new hires.

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journeys

The 2 Trajectories within your organization

How Does it works?

Onboarding Starts With Your Culture:

Culture is defined by your Values. While Values are defined by your consistent and constant actions. Broadly it can be understood as “the way things are done around”. It includes structure of the organization, people involved and their routines, their recognitions, the leaders and their decisions, organizational habits and rituals that define the unique, collective life within the organizational ecosystem.
Culture is informed by the organization’s purpose (why we exist) and influences the brand (how we are perceived outside).

Onboarding Sets the Stage for Engagement, Performance and Development

Onboarding lays the foundation for engagement and requires thoughtfully planned conversations about what motivates employees and their talent strengths. Later, performance expectations and development planning should take shape as employees acclimate to their job.

While it’s early to talk career succession; managers and new employees should create development opportunities around embracing new learning and ensuring there is a clear plan for each employee’s future.

To include, involve and accept someone to belong to the culture

Nothing says “people first” like mentoring, coaching, and a supportive teamwork. Managers and team members play an important role in culture and values transfer. The coaching relationship helps integrate new people  into a 'way of thinking' and doing what is essential for creating personal and professional success over a long tenure. Exceptional onboarding programs facilitate experiential learning that helps ensure employees reflect on what they’ve learned and why it matters.

Mentoring relationships are most crucial for the new comers in the ecosystem at this stage in most of our programs the final steps on the onboarding is a successful matchmaking between a trainee and a mentor.

And finally, measuring our success with people

It’s important that performance standards for new joiners are set relative to others with their same tenure and responsibilities. Too often, we expect people to be judged against the standards of fully trained and well-experienced veterans.

Unique dimensions like relationship with mentor, agility, ability and potential must be measured at this stage instead of usual delivery oriented OKRs and performance. For the first 90 days, the organizational analytics function must focus on talent strengths, inspirations and future potential.

01

“Onboarding is the first chance organizations have to demonstrate their real culture, putting into action the culture they claimed to have in their attraction and hiring interactions with candidates.”

02

“Having well designed onboarding Journey is like having an escalator to the performance stage, instead of a staircase.”

03

New employees often experience an “engagement honeymoon period” while everything is new and exciting. But as job expectations intensify — 

04

“Onboarding is a very unique stage in the career trajectory of individuals where performance cannot be measured (owing to lack of historical data), but potential can and should be benchmarked to predict their future performance.”

Re-boarding

Not hiring and developing talent internally? Internally restructuring? Try Reboarding

Onboarding isn’t just for new employees. Every time someone changes location, department or roles, it’s time to do an onboarding. While the company culture and values stay the same, for internal movements, role type, team culture, expectations and relationships may do. To help your exceptional performers quickly acclimate to their new key value driving role, we must take re-boarding as seriously as new onboarding.

There’s no quicker way to lose a star or disrupt a team than promoting someone beyond their preparation and not supporting them throughout their transition.

The Five Questions every individual needs to get the answer out of these career stages

0
  1. Where am I and What am I here for?
  2. What are my strengths? (Skills, Abilities, Development Interests)
  3. What are my goals? (Role, Expectations, Deliverables)
  4. Who are my supporters? (Managers, Advisors, Coaches, Mentors)
  5. What does my future here look like? (Personal, Professional, Family, Financial)

analytics

People Analytics for new hires

  • Talent Strength Reports
  • Behavioural Development Needs
  • Role Context mapping to desired abilities
  • Learning and Engagement

Bringing it all together…

Case Studies

from Successful Implementors

all case studies
dpd

01

DPD

A logistic company where we built a dedicated MicroSite that drives the complete experience of the learner’s profile and preferences.

Details

02

GALA

Gamified onboarding journeys of all new employees at GALA by incorporating a Character development game to teach about Organizational Value framework

Details
gala
IE_Business_School

03

IE Business School

Transform Yourself Today: Unleash your potential and create the best version of yourself with our personal development programs

Details

comparison

Failed V/S Successful Onboarding

Failed Onboarding
— From Excitement to Disillusionment

  • I’m so excited about my job! I hope I made the right choice.
  • They don’t seem ready for me to be here.
  • Onboarding is over. Was that all?
  • My manager doesn’t seem to have time for me.
  • I’ve been here a month, and I don’t know what I’m supposed to be doing
  • This isn’t what I expected. Maybe there’s a better place for me.

Failed Onboarding
— From Excitement to Disillusionment

  • I’m so excited about my job! I hope I made the right choice.
  • Wow! I really feel like they are excited to have me here.
  • Orientation is over. Now look at all these activities and resources to help me learn more.
  • My manager and teammates are so accessible and seem to appreciate my contributions.
  • I’ve been here a month, and I feel like I’m finding my groove. It’s great to feel like I belong here.
  • This is better than I expected. I think I have a future here!

GET BOARDED TO SUCCESS!

Let’s Work Together

A positive onboarding experience increases the likelihood of an employee sticking to the organization 3 times over. Studies show that 93% of employers feel that the Onboarding experience and the first 90 days' experience of the new hires.

 

GetBoarded offers an integrated approach to Hiring and Onboarding candidates in a personalized data driven manner!
Looking to work with you on a 3 month pilot. Hit us up with a message.

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