Social Onboarding Goes for the Gold
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Social networking has been part of the recruiting landscape for some time, but as prospective hires become employees, companies are using social tools to streamline work processes associated with onboarding new hires. Companies are finding that by leveraging social technologies they can create communities for new employees that provide opportunities for learning, mentorship and peer identification quickly reducing training time and strengthening company culture at the same time. During this session you’ll hear how companies are delivering gold-medal onboarding by: Pre-distributing benefits and learning materials Facilitating employee introductions and collaboration prior to new hire orientation Pinpointing mentors and birds of a feather Using 360º performance reviews and transparency of actions to provide true measure of employee success.
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Social Onboarding Goes for the Gold
- 1. From Warm-up to Winner’s Podium: Social Onboarding Goes for the Gold Jamie Wood Senior Product Manager, Peoplefluent Sandra Ponce de Leon Director of Marketing, Socialtext 4/24/2012 © 2012 Peoplefluent Recruit the Best & the Brightest | 1
- 2. Questions and Answers Type question here © 2012 Peoplefluent Recruit the Best & the Brightest | 2
- 3. Onboarding – Let’s Jump In! Onboarding Creating New New Hire Talent… Awesomeness! © 2012 Peoplefluent Recruit the Best & the Brightest | 3
- 4. What is Onboarding? ● Process through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members. ● Forms Management ● Task Assignments ● Introduction to the Company Culture ● Wikipedia now references the process as organizational socialization! ● Personally Connecting ● Fostering Familiarity & Trust ● 110% New Hire Engagement © 2012 Peoplefluent Recruit the Best & the Brightest | 4
- 5. Impact of Onboarding ● Impact of Ineffective Onboarding ● 22%-25% of staff turnover occurs in the first 45 days of employment ● Cost of losing a new hire in first year is at least 3X salary. ● Formal onboarding increases the likelihood the new hire will still be with the organization after 3 years by 58% ● Impact of Ineffective Communications ● < 50 % of employees indicate they are willing to go beyond regular job requirements ● ~ 50% are active flight risks ● In organizations where communications issues are identified, <25% of employees indicated they were satisfied © 2012 Peoplefluent Recruit the Best & the Brightest | 5
- 6. Enterprise Onboarding Hurdles ● Key Challenges ● Costs & Efficiencies of the Process ● Consistency & Standardization ● Effective Communications ● New Hire Engagement ● Readiness for Contribution & Success © 2012 Peoplefluent Recruit the Best & the Brightest | 6
- 7. What is wrong with HR Onboarding Processes Most HR departments & managers are NOT communicating to their new employees in effective ways! Text based PDF documents on Lack of connectedness employee portal that with the organization nobody reads! & workforce. Manual form One way completion task for all communication that involved in the process focuses on compliance that bore a new hire to policies rather than and annoy employees. helping employees! © 2012 Peoplefluent Recruit the Best & the Brightest | 7
- 8. Transforming the New Hire Experience Yesterday Today Paper- Online & based, Manual Automated Process Legacy Two-way Dialog, Communications Social, Collaborative Inconsistent & Standardized & Engaging Unreliable Processes Best Practice Process Disengaged Cold Start © 2012 Peoplefluent Recruit the Best & the Brightest | 8
- 9. Need to connect with “Gen Y” © 2012 Peoplefluent Recruit the Best & the Brightest | 9
- 10. Are you speaking their language? © 2012 Peoplefluent Recruit the Best & the Brightest | 10
- 11. World Class Onboarding ● Task & Forms Management © 2012 Peoplefluent Recruit the Best & the Brightest | 11
- 12. World Class Onboarding ● Task & Forms Management © 2012 Peoplefluent Recruit the Best & the Brightest | 12
- 13. World Class Onboarding ● Culture: Benefits ● Engaging ● Collaborative ● Social © 2012 Peoplefluent Recruit the Best & the Brightest | 13
- 14. Where is my place in the organization? © 2012 Peoplefluent Recruit the Best & the Brightest | 14
- 15. Going for the Gold Connecting cross functionally Connecting with internal thought-leaders Connecting with those in dialogue Learning through social dialogue © 2012 Peoplefluent Recruit the Best & the Brightest | 15
- 16. Social Connecting © 2012 Peoplefluent Recruit the Best & the Brightest | 16
- 17. Gold medal practices ● Getty Images – The Mixer © 2012 Peoplefluent Recruit the Best & the Brightest | 17
- 18. What in the…? © 2012 Peoplefluent Recruit the Best & the Brightest | 18
- 19. What the heck…? © 2012 Peoplefluent Recruit the Best & the Brightest | 19
- 20. Setting your team up for success “Now, new hires can come to one place to easily find information to help them be successful in their first days on the job.” Kate Rash Manager, Learning & Development © 2012 Peoplefluent Recruit the Best & the Brightest | 20
- 21. Impacts of Onboarding Fluency ● Among organizations where the onboarding is world class ● Decrease time to effectiveness by up to 50% ● Among organizations where the values are perceived as clearly communicated ● ~90 % of employees indicate they are willing to go beyond regular job requirements ● < 20% are active flight risks. © 2012 Peoplefluent Recruit the Best & the Brightest | 21
- 22. Thank You For upcoming Peoplefluent webinars, please visit our Website at www.peoplefluent.com/events Peoplefluent Client Collaboration with Product Management April 26 at 1:00PM, ET Facilitators: Jamie Wood, Peoplefluent Mobile Compensation Webinar August 16th Speakers: Tom Sykes & Jamie Wood, Peoplefluent Product Management Socialtext www.Socialtext.com Twitter: twitter.com/socialtext LinkedIn: linkedin.com/company/socialtext Facebook: facebook.com/socialtext Find Peoplefluent on… Twitter: twitter.com/peoplefluent LinkedIn: linkedin.com/company/peoplefluent Facebook: facebook.com/peoplefluent © 2012 Peoplefluent Recruit the Best & the Brightest | 22
Notas do Editor
- Webinar Learning Goals from Sign Up Overview:Accelerate new hire time to value and orientation into company cultureLearn how to race past standard onboarding processes and ensure the success of new employeesRealize the benefits of highly-engaged new hires that are highly equipped and motivated to produce faster and contribute more.
- Jumping – what a new hire faces…AI - Add some additional visual for going for the gold…What is OnboardingOnboarding Hurdles Facing the EnterpriseWorld Class Onboarding, Going for the Gold Achieving Onboarding Fluency - The Winner’s Podium!
- Talking Points (Notes)Forms ManagementTask AssignmentsAcculturation with the EnterpriseHonesty & transparency creates trust and then loyalty which is key to retention,- Decisions counter to company strategic vision and direction- Inability to navigate through the culture-Distorted understanding of environmental influences- Myopic view of organization's competitive positionPersonally Connecting Going beyond who they meet during the interview and the introduction they got to the leadership during company research.Fostering Familiarity & Trust Familiarly breed contentment Honesty creates trust and then loyalty which is key to retention
- Sandra22 percent of staff turnover occurs in the first 45 days of employment. (The Wynhurst Group)46 percent of rookies wash out in their first 18 months. (Leadership IQ)Companies that leave on boarding (what we call on ramping) to chanceexperience failure rates in excess of 50 percent when it comes to retaining new talent. (EgonZehnder International, 2007)25 percent of Fortune 500 managers change jobs each year.6.2 months is the break-even point for new managers, (from a Monster.com 2007 survey).22 percent of staff turnover occurs in the first 45 days of employment .46 percent of rookies wash out in the first 18 months (per Leadership IQ).The cost of losing an employee in the first year is estimated to be at least three times the salary.New employees who went through a structured on-boarding program were 58 percent more likely to be with the organization after three years.
- <Pin point transition – traditional acculrtation (policies, benefits, competitive position…to truly hearing that same message through employee dialog, interaction with other new hires, rich media content from leadership>Talking Points (Notes)CostsNew Leaders…Fact #2. Cost of turnover is extraordinary! (200 to 250% of annual compensation for senior positions is typical)Fact #3. The "Soft Costs" of unsuccessful transitions create a huge negative impact that ripples throughout the organization: Lack of credibility in selection process, decision-makers Negative impact on team morale and employee engagement Disruption to productivity Lack of direction / inconsistent directionConsistency & StandardizationEffective CommunicationsNew Leaders…Fact #1. 40% of new leaders fail to meet expectations of management in their new role,Even exceptional new hires commonly struggle with uncertainty in the new environment, lack of clarity of expectationsTo help new leaders stay on track in their onboarding, LevelSet: Early Feedback is crucial. LevelSet, a validated, powerful online survey tool, gathers critical information about new leader navigation and behaviors that drive success. So that leader can correct mistakes before the mistakes derail them. New Hire EngagementFor new graduates…Will I fit in? Will I like the people?Will they have me doing “grunt work” and not contributing my true talents?Will they welcome my ideas?How will I learn everything I need to know?Will I be able to succeed in my job?What’s important for success around here?New Leaders…A sense of being overwhelmedFeelings of isolationReadiness for Contribution-<ramp up on work, expectations, learning, etc>
- TransitionTalking Point – Why these challenges are becoming true hurdles for an organization...Jamie – Sandra to add commentary – opening up the conversation opens up connections to the employees that can be a great new source of intofrmmation to provide the new hire
- SandraWe can combine this and the next slide as we discussed. We can even break it into multiple slides as I think it’s an important aspect. Maybe 1 stat slide on consumer expectation data and 1 stat slide on the generational aspects at play? Gen Y Otherwise known as millenials are taking over the workforce, according to a mercer study, by the year 2014, 47% of US workers will be under the age of 35. And these younger workers are just as smart and hard-working as we baby-boomers are.Millennials (74%) think new technology makes life easier. According to a Pew studyAnd they’re accustomed to using social media tools in their private lives, and expect to leverage them at work as well. Companies bring tools like this into the workforce will have a better chance of retaining the younger workforce.Millenials are a new breed, they are used to collaboration dislike hierarchy – they’re used to being able to find answers to their questions online – and quickly. Millenials are not all about money, they want to know that their ideas are being heard and they are making a difference. We can collaborate on this slide over the weekend and Monday but feel free to take a stab at them…I’ll signal links to additional good stats I find or have on hand.
- SandraWe can combine this and the next slide as we discussed. We can even break it into multiple slides as I think it’s an important aspect. Maybe 1 stat slide on consumer expectation data and 1 stat slide on the generational aspects at play? Gen Y Otherwise known as millenials are taking over the workforce, according to a mercer study, by the year 2014, 47% of US workers will be under the age of 35. And these younger workers are just as smart and hard-working as we baby-boomers are.Millennials (74%) think new technology makes life easier. According to a Pew studyAnd they’re accustomed to using social media tools in their private lives, and expect to leverage them at work as well. Companies bring tools like this into the workforce will have a better chance of retaining the younger workforce.Millenials are a new breed, they are used to collaboration dislike hierarchy – they’re used to being able to find answers to their questions online – and quickly. Millenials are not all about money, they want to know that their ideas are being heard and they are making a difference. We can collaborate on this slide over the weekend and Monday but feel free to take a stab at them…I’ll signal links to additional good stats I find or have on hand.
- Engaging for employeesIn the flow of workThe power of advertising…isn’t marketing everywhere?It’s an actual dialog and help rather than a feeling of enforcement
- Forms ManagementOnlineEasyNot the 1st ImpressionComprehensiveTask AssignmentsAutomaticIn the Flow of WorkTimelyTransparent &Monitored
- Costs & Efficiencies if the ProcessConsistency & StandardizationEffective CommunicationsNew Hire EngagementReadiness for Contribution & Success
- You could talk about 360 for connecting cross functionally based on interest, skills, etc. Then there is Eli’s group member’s widget which could also be talked about for connecting based on shared membership in a group…such as an Onboarding Orientation group for example or just any group that has been created for collaboration or a share interest or goal.Waiting on the best Org Chart pic. Find Peers and MentorsOrg chartsVisual recommendations
- This is kind of like learning from activity that is ongoing…active content, active people.Socialization of onboarding practicesSocial ConnectingSocial ConversationsSocial LearningCollaborationFeedbackWhat is Social Onboarding?Social connecting (access to peers and information, 360),Social and collaborative communications (activity streams, commenting, updating content)..then expand on each of these bullets with additional slides and visuals Slide 8Career Acceleration- Socialtext 360- use cases , mentoring/ career coaching, filling projects, Career pathing-training / social learning-Performance-strategy
- You could talk about 360 for connecting cross functionally based on interest, skills, etc. Then there is Eli’s group member’s widget which could also be talked about for connecting based on shared membership in a group…such as an Onboarding Orientation group for example or just any group that has been created for collaboration or a share interest or goal.Waiting on the best Org Chart pic. Find Peers and MentorsOrg chartsVisual recommendations
- Getty Images – leading creator and distributor of still imagery, footage, music and other premium content, our goal is to inspire communicators - and give them the tools to create inspiring work of their own.And here’ your actually looking at Getty’s intranet – they call it the MixerThis particular section is the getting started section for new hiresAs you can see there is an introductionAnd an embedded video that welcomes them aboard and gets them visually started into their orientationIn the center you see key areas of focus that a new hire can explore – from looking at the imgaery to- New hires can choose to learn the business, engineer their success, get started, connectA ton of quick links so that the new can easily orient themselvesAt the center – to Jamie’s ealrier points, the activity stream provides a great point of introducion and way for remote employees to network with eachother and get to know eachother
- I think this is a pretty typical feeling most of us get when entering a new role – not only do we have to learn our jobsBut we have to get acquainted with a whole new vocabulary of terms that are standard for that companyI remember wondering what the heck SOT meant when people would say meet you at 9am SOT – rather than saying PST, it means Socialtext Official time, who knew I’d have to learn new ways of setting the time.With social onboarding you can have
- The “what in the heck “ page that Getty Images uses – which not only gives you the definiition – it also tells you how to use it in a sentence, and the person that authored the description so if you have more questions you can always go ask them directly.The beauty of this is that it’s a living breathing document, our vocabulary is changing all the time, Who thought that one day acronyms like BRB or DM would be part of our everyday – using a flexible dynamic wiki like Getty Images does ensures we all mean the same thing going back to the need for communications and consistency
- Jamie -
- Are there any events you want to market to the audience like other webinars? We can add them on the closing slide that displays during Q&A.Feel free to add your social page references as well to supplement the PF links.