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Course Content
Session One: Course Overview
You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.
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Assignment: Personal Learning Objectives
Course Overview
Session Two: Defining Onboarding
To start, participants will explore what onboarding is (and is not) and how it differs from orientation. Participants will also identify some of the business benefits of a successful onboarding program. To conclude the session, participants will discuss some factors for success and some issues that can lead to failure.
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What is Onboarding?
Assignments
Benefits for Your Business
A Recipe for Disaster
Assignments
Session Three: Creating the Onboarding Steering Team
This session will look at who should make up the team that will steer the onboarding program and what their role should be.
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Assignments
Creating the Onboarding Steering Team
Session Four: Gathering Supporting Information
Next, participants will learn what key processes, programs and stakeholders should be included in the onboarding development process. Participants will also receive a list of questions that they can use to shape the program’s vision. Then, participants will practice creating a vision for a fictional company.
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Finding the Processes and People
Assignments
Putting it All Together
Assignment 1
Assignment 2
Session Five: Setting Goals
In this session, participants will learn the six elements of a good goal, summarized by the SPIRIT acronym.
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Setting Goals
Session Six: Developing the Framework
To begin the second day, participants will create a full onboarding program outline for their fictional company.
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A General Framework
Pre-Work
Creating an Onboarding Plan Template
Semi-Annual and Annual Reviews
Session Seven: Creating an Onboarding Plan
To conclude the first day, participants will work on a personal onboarding plan for a fictional case study.
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Onboarding Plan Template
Assignments
Session Eight: Customizing the Framework
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Assignments
Session Nine: Measuring Results
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Assignments
Session Ten: Branding the Program
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Making the Onboarding Program All Your Own
Branding River Adventures
Session Eleven: Onboarding Executives
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Assignments
Session Twelve: Understanding Employee Engagement
In this session participants will learn about the Gallup studies on engagement, and what they can do to make sure employees are checked in.
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Understanding Employee Engagement
Session Thirteen: Ten Ways to Make Your Program Unique
A well-designed, unique program can be an ambassador for your company. This session will give participants some ideas for making their onboarding program stand out.
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Assignment 1 Going Above and Beyond
Assignments 2 Debrief
Session Fourteen: Fun and Games
Your onboarding program doesn’t have to be all work and no play, as long as employees are learning or building relationships while they are playing. In this session we’ll share some of our favorite onboarding and training games.
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Assignments
Session Fifteen: Case Study Analysis
To conclude the workshop, participants will review the case studies that they gathered for a pre-assignment and create a list of best practices.
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Assignments Group Case Studies
Assignments
Personal Action Plan
At the end of the workshop, students will have an opportunity to ask questions and fill out an action plan.
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Personal Action Plan
Recommended Reading List
Onboarding: The Essential Rules for a Successful Onboarding Program
About Lesson

There’s a difference between being at work and really being there. The Gallup Management Journal places employees in one of three categories:

  • Engaged: These employees are passionate about work and feel connected to their company. These are the innovators; the movers and shakers.
  • Not Engaged: These are the zombies in your organization. They put in their eight hours and the bare minimum amount of effort to get by.
  • Actively Disengaged: These employees are disgruntled. They waste away their hours on the Internet and on the phone. They may even be actively sabotaging the work of other employees.

Here is a graph showing the makeup of the average organization.

(Source: http://gmj.gallup.com/content/20770/Gallup-Study-Feeling-Good-Matters-Workplace.aspx)

Your onboarding program should aim to increase employee engagement, thereby increasing productivity and reducing turnover. So how do we do this?

The Richard Ivey School of Business suggests that we put the ten C’s into practice.

  • Connect with your employees. No matter what your position, take the time to speak with members of your staff individually.
  • Give your employees the opportunity to advance their career. This means you should hold employees accountable, provide opportunities for learning and advancement, and ensure that people have meaningful and challenging work.
  • Create a clear People can’t follow you if they don’t know where you’re going!
  • Convey your vision, your expectations, and feedback.
  • Congratulate employees when they make a contribution or do something positive.
  • Give employees a chance to contribute to the organization.
  • Give employees control over their jobs as much as possible.
  • Create a collaborative Teamwork is a great motivator, and research by the Gallup organization shows that having a best friend at work is one of the biggest engagers.
  • Ensure your company is credible and has a good reputation.
  • Create confidence in your employees and in your company.

 

 

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