S T R A T E GI C E M PL O Y E E O N B O A R D I N G R O A D M A P — T U RN TH E JOB OF F ER “ Y ES ” IN TO A LON G-TERM “ Y ES ”

B E F O RE E MP LO Y E E S T A RT S
90 days. That's how long it takes new
Add employee to Begin engagement: Share company Send a personalized, Give link to pre- Monitor progress on Help manager
hires to decide to stay – or leave – onboarding system helpful company populated forms workspace, desk, select a buddy,
send electronic offer mission, values
that new job. to trigger auto-alerts letter through link to and other key welcome (company for completion phone, computing prepare onboarding
to key departments new hire portal information through intranet, new hire before first day device and security plan
Seal the deal on the candidate experience with a
for support new hire portal portal, parking, etc.) as appropriate
strategic onboarding process designed to keep
people on board longer.

Strategic onboarding goes beyond payroll forms

and I9 compliance to deliver an intentionally DAY 1
designed journey – from the offer letter through
Help employee with Discuss culture, Review onboarding Host a "culture welcome"
the first year and every point in between. It Announce new
lay of land — facility mission, policies plan in new focused on people
engages every new hire in a personalized employee arrival
tour, voicemail, and benefits shared hire portal with (executive breakfast/welcome
experience that activates and connects them to a in email
introductions to peers on portal employee or peer lunch)
team, your company culture, and their goals. So
they're productive faster and able to contribute to
organizational goals as soon as possible.

Start designing an onboarding journey for your

new hires now to design a strategic onboarding WEEK 1
process that starts early, provides the right
content at the right time to avoid "the firehose Enroll employee Introduce Meet periodically Set job scope and Discuss company Ensure access to Review ramp-up plan,
in internal into buddy to review first week performance resources and train tools, inclusion on initial projects and
effect," and helps you retain and grow that talent.
special interest program agenda progress expectations on networks email distribution using onboarding
Three Components of Strategic groups and questions lists, etc. system for tracking

Onboarding Value Delivery

• Forms Management– automation using
eForms with pre-populated data and electronic
signatures drive efficiency and accuracy. F IRS T 30-90 D A Y S
• Workflow Automation– being able to deliver Honor achievements Survey new Allow for job Make time for
Monitor progress Allow for customer, Introduce to key
personalized and contextual content to the right and milestones hire and manager and performance shadowing, Q&A field and product periodic one-on-one business
people at the right time. about experience in onboarding with peers experiences sessions, peer partners/leaders
periodically program feedback
• Engagement Design– Delivers 90% of the value
of onboarding to your organization.
Engagement connects new hires to mentors,
buddies, and cross-functional departments to
drive engagement and acculturation. It also F IRS T Y E A R
ensures that a new hire connects to business
goals in a meaningful way. Stay connected with Integrate employee Recognize those Communicate Encourage Celebrate conclustion
two-way feedback, into formal learning achievements ongoing participation in of onboarding
formally and and development learning/training voluntary company experience and plan
informally program opportunities activities (social) for future