Onboarding

Question 1

According to one study, what are the top 3 reasons employees quit within the first 6 months?

Answer 1

1. Lack of clear guidelines for job
2. Needed more effective training
3. A friendly smile needed

Question 2

According to one study, what percentage of employees quit in the first 6 months?

Answer 2

33% or 1/3

Question 3

What are the three phases of onboarding?

Answer 3

1. Preboarding
2. Orientation
3. Ongoing onboarding

Question 4

What is preboarding?

Answer 4

Activities that occur before the first day.

Examples: Welcome packet, culture information, first-day logistics. Internal tasks include workspace, supplies, technology, assign a buddy

Question 5

What is orientation?

Answer 5

Occurs on the first day or first couple of days. It is critical to first impressions.

Examples: Vision and mission, senior/leader welcome, buddy/mentor, guided tour, paperwork, benefits

Question 6

What is ongoing onboarding?

Answer 6

The final phase of onboarding which contributes to retention of employees.

Examples: Check-ins, clarify expectations and objectives, provide support through feedback and coaching

Question 7

What are the 5 C’s of Onboarding?

Answer 7

Compliance, Clarification, Culture, Connection, Check-In

Question 8

In the 5 C’s of Onboarding, what is compliance?

Answer 8

Teaching employees basic legal and policy related-rules and regs

Question 9

In the 5 C’s of Onboarding, what is clarification?

Answer 9

Ensuring employees understand their new jobs and all related expectations

Question 10

In the 5 C’s of Onboarding, what is culture?

Answer 10

Broad category that includes providing employees with a sense of organizational norms - both informal and formal

Question 11

In the 5 C’s of Onboarding, what is connection?

Answer 11

Vital interpersonal relationships and information networks that new employees must establish

Question 12

In the 5 C’s of Onboarding, what is check-in?

Answer 12

Refers to the amount of formal and informal feedback built into the process in order to ensure that new employees have opportunities to assess their own progress

Question 13

What are some potential issues with Passive Onboarding (Level 1 Strategy)?

Answer 13

Passive onboarding may leave new employees without all the direction necessary to be successful in their roles. Companies at level 1 view onboarding as a checklist to get through.

Question 14

How can we use “self-efficacy” to maximize onboarding success?

Answer 14

Self-efficacy helps boost employees confidence.

Self-confident employees are more motivated and eventually are more successful than their less confident counterparts.

Target specific onboarding programs to help boost employees confidence as they navigate new organizational waters

Question 15

How can we use “role clarity” to maximize onboarding success?

Answer 15

Role clarity ensures employees understand their roles.

Measuring role clarity can help organizations stop potential problems before they get worse

Measures of role clarity are among the most consistent predictors of job satisfaction and organizational commitment

Question 16

How can we use “social integration” to maximize onboarding success?

Answer 16

Social integration helps employees get to know insiders and be socially accepted.

Integration into ones work group is positively related to commitment and turnover

High-quality relationships with leaders and other team members are undoubtedly related to favorable performance and job satisfaction

Question 17

How can we use “knowledge of culture” to maximize onboarding success?

Answer 17

Knowledge of culture allows us to communicate the politics, goals and values of the organization

Cultural integration is associated with commitment, satisfaction, and lower turnover

Question 18

What are the 7 components of manager onboarding?

Answer 18

1. Compliance
2. Operational
3. Culture
4. Leadership
5. Strategic
6. Tactical
7. Hiring