Let's hear a story about a poor onboarding experience for a day one. Perhaps it is similar to ones that you have had previously?

Let's turn the tables and look at the difference a good employee onboarding experience can make. Notice the difference on day one?

I went through the answers that you have provided me in regards to your feelings during a good and bad onboarding experience. I wanted to share some of the more notable ones that I came across.

We'll break down the three excuses that organizations tend to give about not investing in their employee onboarding experience and why they're full of crap.

1. Not enough time/resources.

2. Why bother? People are just going to leave in 12-24 months!

3. Look at the large tech companies! They have high turnover and they do just fine! 

I collected a few noteworthy answers form the prior assignment on various reasons you have heard in which organizations don't invest in onboarding.

Let's take a look at a cost of employee turnover calculator, and how this relates to what we have discussed about the employee onboarding experience.

Here we will take a look at five general goals I feel that work well for employee onboarding, regardless of organization, the size of the organization, or the industry they are in.

Before we dive into 11 ways to improve your employee onboarding experience, let's briefly look into pre-boarding. This is the stage in between when they sign the paperwork to start their new role, and when they begin, whether's it's a few days, or a few weeks.

What should you be providing for them before they start?

Let's briefly go over the 12 different ways you can make your employee onboarding process better.

1. Starting later in the day.

2. Starting on a day that is NOT Monday.

3. Breaking Bread.

4. Day One Contributions.

5. The Welcome Kit.

6. The Scavenger Hunt.

7. The Fun Employee Handbook.

8. The 30, 60, 90, 180 Day Plans.

9. The Buddy System.

10. 30/60/90 Day Plans.

11. The Stay Interview.

12. Boot Camp/Employee Rotation.

Note that I have separate modules for the buddy system, the 30/60/90 day plan, and the entry interview, so I'll be providing additional resources after those modules.

The entry interview is one of the best ways to get new employees off to a good start. Understand where they are coming from, and learn how you can help support them in their journey.

I went through some of the responses you have provided of questions you can use during the entry interview.
Here are some notable ones I wanted to share.

We'll take a more in-depth look at the buddy system, my favourite way of creating a better employee onboarding experience with high ROI and low costs.

Let's take a look at the 30/60/90 day plan in greater detail, and why you should make use of it in your employee onboarding experience.

How can you scale up your employee onboarding experience? What if you are an organization that hires by the hundreds or thousands a year? Here's a method you can use to help identify the core of your employee onboarding experience, and what people receive from it depending on their role.

How can you make the employee onboarding experience more personalized? It's easier than you think. By making use of the entry interview (which we covered earlier), you can create more personalized onboarding experiences depending on their needs.

So you've made major improvements to your onboarding process...what's next? Never touch it again?

Nope!

Let's look at ways to improve your employee onboarding experience on the regular.

What's one small thing that you can do moving forward to make progress on creating a better employee onboarding experience for your organization? 

Thanks for watching!