3 Steps to Get Your New Employees Up to Speed in Half the Time
Bringing new employees on board and moving into new leadership roles are two sides of one of the toughest challenges people face. 40 percent of new leaders fail in their first 18 months because of mistakes made in the very beginning by those new leaders AND by the organizations bringing them in. Critical mistakes made so early can be devastating for all involved. This is why onboarding is such an important part of the acquisition step of an A.D.E.P.T. approach to talent (Acquire, Develop, Encourage, Plan, Transition).
Learn how hiring managers can help new employees and how new leaders can take charge, build their teams and get great results in new roles faster than anyone thought possible. This session pulls from the presenter’s three books on the subject, The New Leader’s 100-Day Action Plan, Onboarding, and The Total Onboarding Program to help new leaders, hiring managers and all supporting them leverage three ideas to improve onboarding success: get a head start, manage the messages, and help others deliver.
Get a head start by crafting and getting alignment behind a The Total Onboarding Program:
- Create an onboarding timeline
- Write a really simple recruiting brief
- Align stakeholders around them
Manage the messages through acquisition, accommodation, assimilation and acceleration
- Clarify messages
- Pre-sell while buying
- Close the right sale the right way
Help others deliver by co-creating and supporting new employee’s Personal Onboarding Plan
- Manage announcement cascade
- Pro-actively introduce
- Provide resources and support
This particular session will go beyond these points as the presenter previews some of the ideas from his new book, The Total Onboarding Program, on how organizations can institutional a systemic approach to onboarding as an essential part of an A.D.E.P.T. approach to talent.
This program has been approved for 1.5 recertification credit hours through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org