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Subscribe by EmailAll (On)Board: Four Big “No Nos” of “OnBoarding” (aka: New Employee Orientation Program)
In this erexchange.com piece, the author provides a list of the four major “No Nos” for an Onboarding (aka New Employee Orientation Program).
- Trying to cram 20 hours worth of information into four mind-numbing hours of orientation.
- Running a slipshod, “fly by the seat of your pants” program, believing that doing so has no negative impact.
- Making your new hire orientations as dull as watching paint dry.
- Using the “sink or swim” approach to onboarding.
If any of the four above seem to characterize your company’s onboarding process, it is time to make some big changes. Research shows that an effective onboarding experience can reduce turnover!
Actually, I liked the “classic” examples of “big mistakes” listed as much, or more! They included:
- Being put to sleep by presenters who either need a personality implant or a Toastmasters overhaul.
- Watching the HR rep scurry about trying to find the laptop and projector, or the correct copies of employee manuals, while everyone waits and fidgets.
- Handing them off to the first available employee — including the most cynical, resentful, burnt out, disengaged employees — for “first day on the job coaching.
Read the whole article on onboarding here.
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Posted by Michael Harris
on November 22, 2005
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I always hate it when the B-school types feel the need to create a new word. What’s wrong with “New Employee Orientation Program”?