how to retain employees when they opt for other companies within their first year.Drawing out ideas from what other companies do to retain their employees. Risk vs Success on employee onboarding

1. A Thought Towards
Onboarding Process
Annual Learning Conference
15 July 2017
Aishwarya Zoad Ashutosh Mishra

2. Are we able to retain our new Employees?

3. What Survey tells
1 in 6 employees
quit their job
within the first 3
months of starting
the position.
1/3 of employees quit their job within
the first 6 months. And of those who
quit their jobs during this time, 1 in 3
cited insufficient onboarding services.
Nearly 1/4 said that properly managed onboarding
would have helped persuade them to stay in their
positions.

4. employee retention
rates are low…
even when
we dedicate
resources and time
Why...

5. Here’s
our answer…

6. Information and Data is
Hoarded and not shared
Decision Making is in the
Hands of Few
Low Salary
The problem is :
we run to Minimize Risk , not maximize freedom and speed

7. So
what works

8. The only way for business to
consistently succeed today is to
attract smart creative
employees and create an
environment where they can
thrive at scale

9. To attract smart employees..
Remember:
We need to start a new culture
that is ready to accept
“Employees need to be cared…
Even before they join our organization”

10. &
Then live according to your own
slogans
So plan your culture early.
Think about (and document) the things you care about as
a group,
The way you work and make decisions

12. O R I E N TAT I O N is a process of making new
employees aware with the organization. It is
only One time “Starting event” which covers
Welcome and Introduction into key things.

14. Let’s Try

15. Introduction to Onboarding
The process of helping
new hires adjust to social
and performance aspects
of their jobs quickly and
smoothly is
Onboarding

16. Spotlight
on
Onboarding

19. Before the first day
 Send Benefit
information and
enrollment
instructions
 Send a welcome
note
 Provide first day
agenda
On first day
 Set up employees
computer and place
 Orientation
Program
 Assign a buddy
/Mentor
Second Week
 Set goals
 Identify and
resolve concepts
 Induction
Program
End of Month
 Survey on
onboarding program
 Involve in projects
with small role
45 days
 Make role clearer
 Find if employee
is happy with his
role

21. 1. Twitter: From ‘Yes to Desk’
One company that leads with employee onboarding is Twitter. The company has 3,800 employees in 35 offices
around the world.
Twitter’s employee onboarding program focuses on making the ‘Yes to Desk’ period as productive and
welcoming as possible.
This period is from when a new hire says ‘Yes’ to an offer, all the way through to arriving at their ‘Desk’.
At Twitter, they have over 75 steps and handoffs between Recruiting, HR, IT, and Facilities.
Before the employee sits down, they have their email address, a T-shirt, and bottle of wine waiting.
New employee desks are strategically located next to key teammates they will be working with.
On the first day, new team members have breakfast with the CEO followed by a tour of the company office,
before group training on the tools and systems relevant to their role.
To keep the company culture vibrant, Twitter has a monthly new hire Happy Hour with the Senior Leadership
Team, and a rotating schedule of presentations on Friday afternoons where employees can learn about other
team projects.

22. 2. Buffer: the ‘Three-Buddy’ system
The value of a strong employee onboarding program doesn’t only apply to teams in a
physical location – Buffer is made up of a remote team with just under 100 salaried
employees.
This presents a special challenge for maintaining a cohesive team and onboarding
program.
Buffer, similar to Twitter, starts the employee onboarding process as soon as they
have confirmation from the new recruit accepting the position.
They have a group of three “Buddies” who play different roles in their six-week
onboarding ‘bootcamp experience’; A Leader Buddy, a Role Buddy, and a Culture
Buddy.
New hires are introduced to these buddies before day one, who help guide them
through the ‘bootcamp experience’ with regular communication and check-ins.

23. 3. Zappos: Protect the Culture
Zappos’ onboarding process lasts four weeks and puts a special emphasis on getting new hires in sync
with the employee community.
Everyone who joins the company (regardless of their role) experiences the same employee
onboarding program.
The Zappos onboarding experience is designed to grow company culture, build a stronger team, and
create lasting relationships throughout the entire company.
It also trains the employees on best practices for delivering their service to their customers buying
clothes and shoes.
To ensure cohesiveness between the different teams, a collection of 10 core values and the history
behind each value is presented to the new hires.
At the 1 month anniversary, any new employee who doesn’t feel they’re a good fit is offered $2,000 to
quit.
This highlights Zappos’ focus on protecting the company culture and ensuring they have the right
employees who want to be there.

24. Common Themes
All of these onboarding programs share common themes that contribute to employee
experience success.
• Make the investment:
• Start early
• Company Culture is everything
• Get the team involved:
• Clear Roadmap
• Training and development

25. Remember, the risk is not
that you do too much in
employee onboarding, but too
little.
Building a productive, scalable,
and engaged workforce starts
with providing new employees
with a great onboarding
process.
It makes sense to invest in Employee onboarding. With a structured program,
employees are 58% more likely to be with your company after three years.