It’s one of many million-dollar-questions in the business of “talent” these days. Why do our leaders and executives care about onboarding?
I attended a conference session last week led by Tamar Elkeles, Ph.D., a former Chief Learning Officer of the Year during her longtime tenure with Qualcomm. Dr. Elkeles had some no-nonsense insight into the ever-evolving role of a Chief Talent Officer. While the session itself wasn’t necessarily focused on onboarding, but rather the position and challenges of talent leaders in general, there were some parallels I took away that are highly applicable:
Key Talent Challenges Facing Global Organizations:
- Forecasting the future…and developing people for jobs that don’t even exist yet
- Creating a company culture that maximizes employee growth and engagement
- Retaining talent to drive business success
Source: Tamar Elkeles, Ph.D.
(If those challenges don’t directly correlate to onboarding, I don’t know what does.)
If our job is to find a solution to these challenges and address them through onboarding, then we need to have a seat at the table to better understand the underlying drivers:
- To learn about jobs that don’t exist yet, we need to understand the industries we support, the products and services our organizations deliver and new innovations that require us to evolve.
- To contribute to company culture, growth and engagement, we need to create onboarding programs that embrace and immerse new employees and help them feel connected.
- To effectively retain talent, we need to enable new employees up to learn, perform and be successful, quickly.
Getting started with onboarding? Check this out: 5 Must-Capture Onboarding Metrics to Prove Your Value
Perhaps the most provocative statement that Dr. Elkeles stated during this session, and possibly the sentence that resonated with me more than anything during the entire conference was this:
“Executives care because we tell them to care.”
(This quote is paraphrased a bit, because I was in the middle of an “a-ha” moment when she said it, and didn’t write it down fast enough!)
But please let the point resonate as loudly with you as it did for me…
Many (not all) of our executives and senior leaders fail to recognize the value in developing talent, or providing a rich onboarding experience for new employees. Only when we claim a seat at the table (or contribute in our role in a way that our department leaders can claim that seat on our behalf) and TELL THEM how onboarding impacts these challenges, will the impact our programs are making “bubble up” and be:
Seen. Heard. Felt. Measured.
Providing an intentional onboarding experience is the necessary foundation and logical starting point for a results-driven talent engagement, development and retention strategy. It’s a competitive advantage that will set your organization apart, and be YOUR professional advantage, if you are looking to build influence among leaders.
Take some action: Find what matters in your organization, what drives business, and what keeps your leaders up at night…and discover how onboarding will make a positive, measurable impact.
Talent GPS is here!
I’m thrilled to have co-authored the book, Talent GPS: A Manager’s Guide to Navigating the Employee Development Journey, with Lou Russell and Brittney Helt. If you manage people or support those who do, you’ll want to grab a copy!
Are you ready to Make Onboarding Better in your organization?
We are nearing the halfway point of 2017 already! Is updating (or starting) your onboarding program on your list of goals this year? How’s that going?
Based on overwhelming feedback from our annual onboarding survey this winter, we are getting ready to launch an exclusive online community, completely focused on making onboarding better. Whether you are just getting started with developing and implementing an onboarding program, or you are committed to improving the new employee experience at your organization, this community is for you.
Be one of the first to learn more and to get pre-launch access to the community.