Onboarding Webinar: Sparking Employee Performance & Supercharge Busines growth

@wheniwork @HelloSign@wheniwork @HelloSign
Spark Employee
Performance &
Supercharge
Business Growth
ONBOARDING WEBINAR

@wheniwork @HelloSign
Jason Delodovici
When I Work
Gina Lau
HelloSign
Hosts

Why A Structured
Onboarding
Process Matters
SECTION 1

Effective Onboarding
1. Promotes employee and business success from day 1
2. Boosts employee retention and saves you money
3. Results in a stronger, more loyal team

Effective onboarding promotes employee
and business success from day 1
40% of employees who receive poor job training leave
their positions within the first year.
—Go2HR

HR Magazine reports that companies investing $1,500
or more per employee per year on training average 24
percent higher profit margins than companies with
lower yearly training investments.

The American Society for Training and Development (ASTD) collected training
information from over 2500 firms and found that companies that offer compre-
hensive training:
1. Have 218 percent higher income per employee than those with less compre-
hensive training
2. Enjoy a 24 percent higher profit margin than those who spend less on training
3. Generate a 6 percent higher shareholder return if the training expenditure per
employee increases by $680

In a Gallup, Inc. study of over two thousand business units on “the
causal impact of employee work perceptions on the bottom line of
organizations,” researchers found a distinct link between employee
attitudes and a company’s financial performance, employee retention
and customer loyalty.
Research conducted by the Wharton School found that Fortune’s “100
Best Companies to Work For in America” reported 3.5 percent higher
returns than their peers (Harvard Business Review Daily Stat).

Effective onboarding boosts employee
retention and saves you money
For all jobs earning less than $50,000 per year, or more than 40 percent
of U.S. jobs, the average cost of replacing an employee amounts to fully
20 percent of the person's annual salary.
Among positions earning $30,000 or less, which includes more than half
of all U.S. workers, the typical cost of turnover for positions earning less
than $30,000 annually is 16 percent of an employee’s annual salary.
— Center for American Progress, 2012

New employees who attended a well structured
onboarding orientation program, were 69 percent
more likely to remain at a company up to three years.
— SHRM Foundation

Organizations with a standard onboarding process
experience 54 percent greater new hire productivity
and 50 percent greater new hire retention.
—Interactive Services

Effective onboarding results in a stronger,
more loyal team
Ineffective onboarding can result in unhappy employees. Unhappy employees are:
Unproductive. According to Gallup, disengaged, unhappy employees cost the American
economy up to $350 billion per year due to lost productivity.
Disloyal. According to a survey by 24 Seven, 90% of employees are willing to consider
changing jobs and unsatisfied employees are 11 times more likely to move to a new
organization in the next year.
Disengaged. The bulk of employees worldwide -- 63% -- are "not engaged," meaning they
lack motivation and are less likely to invest discretionary effort in organizational goals or
outcomes. And 24% are "actively disengaged," indicating they are unhappy and unproductive
at work and liable to spread negativity to coworkers.

HelloSign
Onboarding
Process
SECTION 2

HelloSign Onboarding Journey
Need for onboarding came from:
- Fast growing & lean team
- Making our team awesome

HelloSign Approach
- Focus on providing context
- Start at 30,000 feet
- Drill down each day
- Similar approach for all roles
**Most important for new team members to
understand our decision making process

Pre-Onboarding
- Focus on providing context
- Start at 30,000 feet
- Drill down each day
- Similar approach for all roles
**Most important for new team members to
understand our decision making process

Day 1
Warm welcome & introductions
HelloSign Basics (HR housekeeping)
Company history & overview
culture & values
HelloSign teams & welcome lunch
Product Test Cases

Day 2
Discuss role, responsibilities, expectations
Intro to company initiatives
Intro to department initiatives
Overview of HelloSign Product

Day 3
Learn about company metrics
How we measure success
Begin role specific training

Day 4
Meet with key partners
Assigned first project
Review test cases
Learn about our product feedback loop

Day 5
Meet with manager to recap week 1
Deep dive into role specific training

Post Week 1
Week 2:
Additional sessions with key partners (if needed)
Month 1:
Coffee catch-up with TeamOps
Coffee catch-up Joseph, our CEO

Key Take-aways
- Context is paramount...understand why
- You can ask anyone
- Feedback, feedback, feedback

When I Work
Onboarding
Process
SECTION 3

Before Day 1
- Welcome note along with company t-shirt
- Welcome emails to keep them updated and let them know we’re thinking
of them
- We send an intro to all of the employees about who they are, what they’ll
be doing, and when they are starting
- We prep all their tools, hardware, accounts, desk beforehand so that they
can start right away on Day 1
- They get access to our company wiki ahead of time and are asked to fill
out their profile. They can go through and learn about other employees
ahead of time.

Day 1
We review the tools we’ve given them and how we use them
Office tour
Meet with our President to go over benefits and to give them a
chance to ask any questions
Everyone has lunch with the head of their department on their
first day to talk about expectations, get an intro to their role,
and any other information that they need to be successful

Day 2-4
They start product training
Spend the rest of day 2 and day 3 working through
assignments that have been given to them about our product
Learning our product is a big focus for these 2 days (no matter
what position you are going into)
They do a product demo for the Customer Care Manager and
the President of the company

Week 2
They get a 30-minute sit-down with the head of each
department. The department head gives them a summary
of what they do, what their department focuses on, who’s
on their team, and answers any questions a new hire has.
Toward the end of the 2 weeks they also get time with our CEO.
He discusses things like our mission, vision, values, culture, etc.
They get a chance to ask him anything they want.
Role-specific training happens at this time

Actionable
Steps
SECTION 4

Task someone with creating a repeatable,
standardized process
In order to build an effective team, you have to put someone in charge of
standardizing your entire HR process. Consistency is key. Pick someone
who can dedicate the time and energy needed in order to onboard your
new hires
If you don’t have a well-thought out process established already, spend
some time researching processes online and find something that you
can use for your own business.
Don’t just copy another company’s process. Take it and make it your
own. Make sure it represents you, your team, and your company.

Start The Entire Process Before Day 1
Onboarding starts as soon as an offer is accepted.
- Warm welcome to new team member
- Partner with hiring manager to build the week 1 agenda
- Button up logistics:
- Reserve conference rooms
- Welcome lunch
- Set-up desk
- Lay out welcome swag

Use Technology To Make Things More Efficient
Boost efficiency and establish a consistent process by using tools and
technology such as:
- Zenefits
- Google Apps For Work
- TinyPulse
- KinHR
- HelloSign (of course)
Using technology will make onboarding more fun and enjoyable for
all parties involved

Involve Other Team Members and Leaders
Reinforce how your teams collaborate.
- Introduce to key partners
- Involve senior leaders & content experts
- Walk through the org chart to connect the dots

Give New Hires Swag
Let your new hires know how excited you are to have them onboard
by giving them free company swag. It’s a great way to make them feel
like part of the team from day 1. For example, you can give them:
- T-shirts and hoodies
- Bumper and laptop stickers
- Coffee mugs
- Anything else fun that you produce for your company
This might seem like an unnecessary or pointless expense, but we’ve
found that it’s worth the money when it comes to employee retention
and loyalty

Go Through Your Company Culture, Your
Mission, and Other Expectations
Proactively anticipate and solve mysteries for your new team member.
- Do this on Day 1
- The overarching ‘why’:Company culture, values, philosophy
- Discuss other (commonly forgotten) expectations:
- Daily job responsibilities
- Expectations for week 1, month 1, month 3, etc
- Department norms: hours, vacation, communication style
- Learning & management styles
.

Encourage employees to
give you feedback
Feedback is an important part of the onboarding process. In order to make improvements
overtime, you have to know what works and what doesn’t work.
Toward the end of (or after) your onboarding process, ask your new hires to give you feed-
back on their experience. Feedback can be given verbally, in person, or anonymously using
tools like TinyPulse.
Other feedback collection tools include:
- Google Forms
- Typeform
- SurveyMonky
.

Pulse Check Your Onboarding
Process & Tweak Often
Build in a structured feedback loop
- Check in with your new team member after 1 month
- Partner with hiring managers and presenters to tweak
- Be flexible to serve changing needs

Actionable Steps For A Successful
Onboarding Process [SUMMARY]
1. Task Someone With Creating a Repeatable, Standardized Process
2. Start The Entire Process Before Day 1
3. Use Technology To Make Things More Efficient
4. Involve Other Team Members and Leaders
5. Give New Hires Company Swag
6. Go Through Your Company Culture, Your Mission, and Other Expectations
7. Encourage Employees To Give You Feedback
8. Pulse Check Your Onboarding Process & Tweak Often

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