Good employee onboarding gives new hires what they need to succeed: policies, tools and a network of colleagues. A well-designed program helps people feel welcomed and valued, shares the organization's culture, mission and values, and builds buy-in for its goals, structure and customers.
This 60-minute onboarding training draws on research-based methods to strengthen your current process. You'll learn how to build a program that fits your organization, customize it for individuals and groups, and communicate clearly through several channels.
The session also covers setting clear job responsibilities and performance goals, making the first day welcoming, and designing a first-year timeline from orientation through reviews, feedback and development.
WHY SHOULD YOU ATTEND?
Onboarding shapes how quickly new hires perform and whether they stay. This session shares proven, research-based methods you can add to your existing process to improve performance, engagement and retention.
It suits HR professionals, hiring managers, team and organizational leaders, and new hires or job seekers who want to understand good onboarding.
AREA COVERED
Building the program
- A welcoming atmosphere with chances to network and socialize
- Introducing the mission, values, history and culture
- Meeting teammates, key colleagues and stakeholders
- Training on policies, procedures and technology
- Clarifying the job description, performance goals and metrics
Customizing the experience
- Helping new hires understand benefits and total compensation
- Mentor or buddy programs and affinity groups
- Flexible onboarding schedules
- Inclusive work styles, including schedules, childcare and remote options
- Varied training methods: group sessions, online learning and one-on-one coaching
- Safe settings for sharing backgrounds, experiences and feedback
Communicating clearly
- Polite, sensitive and discreet communication
- Awareness of tone, bias and microaggressions
- Avoiding unnecessary jargon
- Using spoken, written, email, video and in-person channels
- Frequent check-ins, feedback and progress meetings
Job responsibilities and performance goals
- A clear written job description as the basis for goals
- Distinguishing responsibilities between the new hire and teammates
- Examples of positive behaviors and outcomes
- Measurable targets with timelines
- Regular progress reviews and feedback
A welcoming first day
- Letting reception and key team members know when the new hire arrives
- A first-day lunch with a supervisor, office manager or teammate
- Setting up the workstation and technology in advance
- An orientation fair for group onboarding
A first-year onboarding timeline
- First week: introductions, benefits guidance and signing the handbook and contract
- First month: weekly supervisor check-ins
- First few weeks: assigning a mentor or buddy
- Quarterly reviews and coaching sessions
- A development training plan for the first year
LEARNING OBJECTIVES
- Develop an onboarding program that fits your new hires and organization
- Customize onboarding for individuals and groups
- Communicate with new employees clearly through several channels
- Build new hires' understanding of their responsibilities and performance goals
- Create a welcoming environment where new employees feel valued
- Design a first-year onboarding timeline from orientation to development
WHO WILL BENEFIT?
This webinar conveys best practices in onboarding to human resource professionals, hiring managers, team and organizational leaders, job seekers and new hires
Onboarding shapes how quickly new hires perform and whether they stay. This session shares proven, research-based methods you can add to your existing process to improve performance, engagement and retention.
It suits HR professionals, hiring managers, team and organizational leaders, and new hires or job seekers who want to understand good onboarding.
Building the program
- A welcoming atmosphere with chances to network and socialize
- Introducing the mission, values, history and culture
- Meeting teammates, key colleagues and stakeholders
- Training on policies, procedures and technology
- Clarifying the job description, performance goals and metrics
Customizing the experience
- Helping new hires understand benefits and total compensation
- Mentor or buddy programs and affinity groups
- Flexible onboarding schedules
- Inclusive work styles, including schedules, childcare and remote options
- Varied training methods: group sessions, online learning and one-on-one coaching
- Safe settings for sharing backgrounds, experiences and feedback
Communicating clearly
- Polite, sensitive and discreet communication
- Awareness of tone, bias and microaggressions
- Avoiding unnecessary jargon
- Using spoken, written, email, video and in-person channels
- Frequent check-ins, feedback and progress meetings
Job responsibilities and performance goals
- A clear written job description as the basis for goals
- Distinguishing responsibilities between the new hire and teammates
- Examples of positive behaviors and outcomes
- Measurable targets with timelines
- Regular progress reviews and feedback
A welcoming first day
- Letting reception and key team members know when the new hire arrives
- A first-day lunch with a supervisor, office manager or teammate
- Setting up the workstation and technology in advance
- An orientation fair for group onboarding
A first-year onboarding timeline
- First week: introductions, benefits guidance and signing the handbook and contract
- First month: weekly supervisor check-ins
- First few weeks: assigning a mentor or buddy
- Quarterly reviews and coaching sessions
- A development training plan for the first year
- Develop an onboarding program that fits your new hires and organization
- Customize onboarding for individuals and groups
- Communicate with new employees clearly through several channels
- Build new hires' understanding of their responsibilities and performance goals
- Create a welcoming environment where new employees feel valued
- Design a first-year onboarding timeline from orientation to development
This webinar conveys best practices in onboarding to human resource professionals, hiring managers, team and organizational leaders, job seekers and new hires