Effective Strategies for New Employee Onboarding
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Welcome!
This webinar will begin at 2:00 p.m. (Central) and conclude at 3:00 p.m.
Please ensure your microphone is muted.
Questions are encouraged. Please enter them into the chat window.
Access Zoom’s live transcript at the bottom of the Zoom window on the CC
icon’s arrow menu by selecting View Full Transcript or Show Subtitles.
The recording of this session will be shared afterwards.
Defining Onboarding
For our purposes today:
•
Onboarding = the stuff the manager does of their own accord.
•
Orientation = the stuff HR does or the stuff that is mandated by policy or law (required
trainings, retirement/health insurance forms, etc.)
We are talking about
Onboarding
Wallace: Goals of Onboarding
•
Affirming the employee’s decision to accept the job
•
Communicating expectations
•
Encouraging the employee to start thinking in terms of “us” as soon as possible
Wallace K.
Creating an Effective New Employee Orientation Program
.
Library Leadership &
Management
. 2009;23(4):168-176.
Onboarding Recommendations
•
Welcome Elements
•
Planning & Executing the first week
•
New Employee Check-in Meetings
Welcome Elements
WELCOME EMAIL
•
Sent 1 week prior to start date
•
Cover the first-day details
•
Genuinely encourage questions
•
Celebrate their arrival!
•
Inject some of your personality
FIRST DAY INTRODUCTIONS
•
Plan 5-7 minutes per staff member
•
Beyond just names and titles.
•
Encourage a few minutes’ conversation by
asking an open-ended question
•
Let them talk
•
Step forward into conversation to wrap up
Planning & Executing the First Week
Planning & executing first week should be
team-led and manager-facilitated
, not manager-led.
Broadly, three elements:
•
Preparing for the first week
•
Creating the first week schedule
•
Setting training expectations with team
Preparing for the first week
1.
Brainstorm training sessions as a team
2.
Rank order priority & tweak suggestions from brainstorm
3.
Assign trainings to staff based on interest & expertise
Creating the first week schedule
•
Detailed hour-by-hour plan (even for high-level, autonomous positions)
•
Everything, not just training
•
Include name of trainer/guide & brief description of training where appropriate
•
Send to team for review
Setting training expectations with team
Simply let your team know these two things, and trainings will be of a significantly
higher quality:
•
Training is to be planned in advance. No winging it
•
I’ll do progress check with each of you to see how your training plan is going
New Employee Check-in Meetings
•
Purpose: check-in meeting, not “checkup” meeting
•
Weekly. 30 minutes. For at least 4 weeks.
•
Structure:
1.
Answer any questions that came up during past workweek
2.
Chat about the two weekly check-in questions:
◦
“What is left for you to learn before you feel fully comfortable with the work?”
◦
“What can we do to make you feel more comfortable in the workspace?”
3.
Manager describes big-picture expectations
•
First meeting somewhat different structure: explain these meetings
Summary
•
Think about the outcomes you are trying to accomplish with a new employee in their first
weeks. Build an onboarding process that accomplishes those outcomes.
•
Welcome the employee personally with a pre-first day email. Welcome the employee to the
team with meaningful introductions
•
Team-led (manager-facilitated) training beats manager-led training
•
Weekly check-in meetings are an easy way to ensure your new employee understands
expectations and has a place to get answers
Thank You!
My information:
•
Blog about effective management:
www.better-boss.com
•
(Click “onboarding” label on right-hand side for posts related to today’s content)
•
Email:
ben@better-boss.com
or
bharvey2@illinois.edu
•
GovLove Podcast episode 440: “Onboarding New Employees”
Hello everyone, I’m Nicole Swanson at CARLI, the Consortium of Academic and Research Libraries in Illinois,
and I’m pleased to welcome you today to the CARLI Directors’ Institute Series webinar “Effective Ways to Onboard New Employees” presented by Ben Mead-Harvey.
Just a few quick housekeeping items:
Please ensure your microphone is muted.
Feel free to ask questions via the chat window anytime during the program.
If it would be helpful to you, Zoom’s live transcript can be accessed at the bottom of the Zoom window on the Closed Caption icon’s arrow menu by selecting View Full Transcript or Show Subtitles.
This program is being recorded and will be shared afterwards.
At this time, it is my great pleasure to introduce Ben Mead-Harvey!
Ben is an Instructor at the iSchool at the University of Illinois. He teaches Personnel Management and Financial Management of Libraries, the former of which he designed and created for the college. He has been working in libraries since 2007, the bulk of which has been in management of municipal and district libraries. His major passion is learning about and teaching others how to effectively manage people. He is the author of www.better-boss.com, where he publishes weekly articles describing managerial best practices. Ben has a bachelor’s degree in Psychology and a master of Library Science from the University of Illinois as well as a master of Business Administration from North Dakota State University.
I will be sending an email shortly with links to a survey as well as the recording.
Have a wonderful afternoon everyone!
Explore the key elements of successful onboarding programs, distinguish between onboarding and orientation, understand the goals of onboarding, and learn practical recommendations for welcoming and integrating new employees into the team effectively.
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Presentation Transcript
CARLI Directors Institute Series: Effective Ways to Onboard New Employees Presented by Ben Mead-Harvey Welcome! This webinar will begin at 2:00 p.m. (Central) and conclude at 3:00 p.m. Please ensure your microphone is muted. Questions are encouraged. Please enter them into the chat window. Access Zoom s live transcript at the bottom of the Zoom window on the CC icon s arrow menu by selecting View Full Transcript or Show Subtitles. The recording of this session will be shared afterwards.
Defining Onboarding For our purposes today: Onboarding = the stuff the manager does of their own accord. Orientation = the stuff HR does or the stuff that is mandated by policy or law (required trainings, retirement/health insurance forms, etc.) We are talking about Onboarding
Wallace: Goals of Onboarding Affirming the employee s decision to accept the job Communicating expectations Encouraging the employee to start thinking in terms of us as soon as possible Wallace K. Creating an Effective New Employee Orientation Program. Library Leadership & Management. 2009;23(4):168-176.
Onboarding Recommendations Welcome Elements Planning & Executing the first week New Employee Check-in Meetings
Welcome Elements WELCOME EMAIL FIRST DAY INTRODUCTIONS Sent 1 week prior to start date Plan 5-7 minutes per staff member Cover the first-day details Beyond just names and titles. Genuinely encourage questions Encourage a few minutes conversation by asking an open-ended question Celebrate their arrival! Let them talk Inject some of your personality Step forward into conversation to wrap up
Planning & Executing the First Week Planning & executing first week should be team-led and manager-facilitated, not manager-led. Broadly, three elements: Preparing for the first week Creating the first week schedule Setting training expectations with team
Preparing for the first week 1. Brainstorm training sessions as a team 2. Rank order priority & tweak suggestions from brainstorm 3. Assign trainings to staff based on interest & expertise
Creating the first week schedule Detailed hour-by-hour plan (even for high-level, autonomous positions) Everything, not just training Include name of trainer/guide & brief description of training where appropriate Send to team for review
Setting training expectations with team Simply let your team know these two things, and trainings will be of a significantly higher quality: Training is to be planned in advance. No winging it I ll do progress check with each of you to see how your training plan is going
New Employee Check-in Meetings Purpose: check-in meeting, not checkup meeting Weekly. 30 minutes. For at least 4 weeks. Structure: 1. Answer any questions that came up during past workweek 2. Chat about the two weekly check-in questions: What is left for you to learn before you feel fully comfortable with the work? What can we do to make you feel more comfortable in the workspace? 3. Manager describes big-picture expectations First meeting somewhat different structure: explain these meetings
Summary Think about the outcomes you are trying to accomplish with a new employee in their first weeks. Build an onboarding process that accomplishes those outcomes. Welcome the employee personally with a pre-first day email. Welcome the employee to the team with meaningful introductions Team-led (manager-facilitated) training beats manager-led training Weekly check-in meetings are an easy way to ensure your new employee understands expectations and has a place to get answers
Thank You! My information: Blog about effective management: www.better-boss.com (Click onboarding label on right-hand side for posts related to today s content) Email: ben@better-boss.com or bharvey2@illinois.edu GovLove Podcast episode 440: Onboarding New Employees
