Onboarding During Times of Organizational Change

I don’t often talk about happenings at my day job, but I have an interesting case study to share. We have recently completed a major system conversion, a project that has taken nearly 3 years from inception, but particularly the past 18 months. My team was tasked with enabling the entire organization through training, on-the-job practice, working with SMEs and communication. Since this was such a meaty endeavor, and a change that literally affected nearly every area of the business, we had a hiring freeze during the final months of the implementation.

Our first orientation class since we’ve migrated to the new system began this week. As in many facets of organizational change, there was apprehension floating in the air about bringing new employees so quickly after the proverbial switch had been flipped. It got me thinking about onboarding new employees throughout times of change….here are a few quick tips if you are in (or approaching) a season of change in your organization:

Believe it or not, your newest employees have the upper-hand. They lack the context of how things used to be, the crutch of comparing old and new processes or a brain full of outdated system knowledge. They come in with a fresh mindset and can actually bring helpful perspective to the team.

Get your house in order. When new employees leave the secure nest of Orientation and head to the job, they won’t have a true Subject Matter Expert on hand to show them the ropes. Depending on how “new” systems and processes are, they may find that even seasoned, tenured employees are still learning. Ensuring that you have well-designed job aids and other resources are essential for just-in-time learning.

Training new employees is very different than training existing employees. To the earlier point, new employees don’t know how the previous system or process worked. Existing employees need to be ready to jump right into their existing role after the change takes place. Attempting this with a new employee is akin to the old fire hose approach………new employees need to balance learning content consumption with the context to understand and apply it.

 

All in all, the team is excited to jump back into a new chapter of our award-winning onboarding program and welcoming our newest team members!

 

Your turn: What strategies have you found successful during seasons of major organizational change? Share your challenges and tips in the comments below!

 


 

Launch time is coming SOON! Be among the first to grab the online course & DIY kit!

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Get on the waiting list today!

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Onboarding is not a “Nice-to-Have”

I had a brief conversation with a consultant and business owner at a networking event a few months ago, where the topic drifted to the new employee experience. We were discussing a few general best practices and he probed why onboarding is the niche market I choose to serve in my consulting practice. Trying not to bore frighten overwhelm him with my exuberance and sheer geekdom on the topic, I simply replied that there are so many well-meaning organizations who really miss the mark with their onboarding efforts…and there are numerous opportunities for onboarding to make a measurable impact on an organization’s bottom line and to drive engaged, productive employees and teams.

To which, he replied:

“Yeah…but onboarding really is a ‘nice-to-have,’ not a ‘need-to-have.’ Why waste your time on something that isn’t essential?” 

And Michelle was kicked out of the networking event for causing a scene.

The End.

Just kidding.

But I did quip back with, “That mindset is exactly what I’m committed to changing.” He laughed and told me to give him an example. I rattled off a quick case study about an organization I worked with who updated their onboarding program and resulted in a significant decrease in employee turnover among new employees and leaders and a reduction in errors by new customer service reps in the first 30 days. I connected that back to a financial win for that organization, and watched his eyes widen as he processed my 30 second, Cliff’s Notes-style summary…

I couldn’t help but smile when he said, “I had no idea. You’re absolutely right.”

Friends, onboarding is an essential component to your people and operations strategy. It’s a “need-to-have,” because:

It is more than paperwork.

It is more than getting their desk and computer set up.

It is more than a lengthy PowerPoint and a building tour during Orientation.

 

Onboarding is a strategic, competitive advantage that can yield tangible business results for your organization:

It’s about welcoming a new employee to the company, the team and the role.

It’s about setting new employees up to be successful over their first several months on the job, not hours.

It’s about building connection and community.

It’s about moving your business forward.

 


 

Is your organization one of the well-meaning ones who are simply missing the mark? Perhaps your leaders and decision makers don’t see the value….well, as I shared in a previous post, Why do leaders care about onboarding?, leaders care about onboarding when we tell them to care. Give them a reason. Build your business case and make it irresistible.

There is still time to make this happen in 2018! Download this free tip sheet to help you get started:

5 Steps for Getting Leader Support for Onboarding

In my annual State of Onboarding survey earlier this year, I discovered an overwhelming interest in courses, webinars and workshops that enable professionals on developing and implementing onboarding strategies. Thank you for the feedback….because friends, I listened, and I’m thrilled to be launching a self-study course and DIY kit in the coming weeks:

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Whether you are a team of one or on a team of many, this course and DIY kit will give you everything you need to identify your unique opportunities to drive business results through onboarding, and build a compelling case to get your decision makers on board.

Want the inside scoop when it’s available?  Join the list to be the first to know!

Let’s Make Onboarding Better….together!

 

How to Overcome Conference Challenges

‘Tis that time of year again, my friends…the ATD International Conference & Expo (some call it “ICE”) is coming up soon (less than 2 weeks away as I write this!), and I am simply giddy with excitement. I’m not ashamed to admit that one reason I’m giddy is because this year’s conference is in San Diego…here in Indiana, we can’t seem to kick the winter doom-and-gloom to the curb, so the delicious SoCal sun is beckoning! I’m also giddy because every year, this conference exceeds my expectations. The speakers and sessions are terrific, and I get to spend a few days learning and geeking out with some really awesome, smart, creative people.

(Lucky me!)

Top-notch events like ICE also make me reminisce about some of the not-so-excellent conferences I’ve attended over the years. Sometimes, the content missed the mark or the speakers were sub-par. Other times, logistical issues have plagued the entire event. Occasionally, I’ve simply felt out of place or disengaged for one reason or another. Fortunately, in my experience, the “hits” far outweigh the “misses.”

So what do you do if you attend a conference, and it’s a dud? You make some lemonade out of those plastic conference buffet centerpiece lemons! Here are a few tips:

If the sessions are irrelevant, boring or otherwise underwhelming:

  • Have a backup plan. When there are multiple breakout sessions in each timeslot, I try to mark more than one that seems to be of interest. After a few minutes, if a session is not meeting my expectations or is shaping up to be different than the description indicated, I quietly slip out and make my way to my backup choice. For big conferences like ICE, it’s important to map out a game plan in advance – there are dozens of sessions from which to choose in every time slot. So a little preparation can help you with this!
  • Chat it up. Take an opportunity before the session begins, during a small group discussion segment or as the session wraps up, to say hello to someone new. Ask why they chose that session….even if the content being delivered isn’t the greatest, perhaps you’ll make a connection with someone who wants to learn the same thing and you can discuss it on your own terms.

 

If you’re an introvert and you don’t enjoy “mingling” during networking events or cocktail receptions:

  • Quality over quantity. Personally, I’d much rather have 2-3 meaningful conversations than blitzing around a room swapping business cards all night. Seek out a familiar face (or find someone who looks equally uncomfortable!) and say hello. If you’re not a master at small talk, prepare yourself with a couple of safe, open-ended questions to get a conversation started.
  • Continue a conversation from earlier. Did you start a conversation with someone earlier in the day, only to be interrupted by the next scheduled session? Wrap up by asking the person, “I’d love to learn more about that project (or whatever). Will you be at the cocktail reception later?” — then make sure to seek him/her out!

 

If you find yourself disengaged during keynotes or general sessions:

  • Viva la hashtag. Sometimes, the best conference a-ha moments aren’t delivered by a speaker at all. Follow the event hashtag on Twitter to discover fascinating people and learn interesting facts, quotes and insights. Share your own thoughts and retweet your favorites to fuel the conversation!
  • Seek out ONE USEFUL NUGGET to apply in your role/life. Even when I haven’t been completely engaged in the session itself, I make an effort to find something that I can apply somehow. Maybe it’s taking the topic back to my team to get their opinion and start a discussion. Perhaps I just really like the presenter’s slide deck design and want to try their technique. Maybe the presenter’s viewpoint is the polar opposite of my own, and I get a little fired up…don’t get me started about the time a keynote (and well-respected industry leader) was bashing on 70:20:10, and I was presenting a breakout session later that day on leveraging 70:20:10 in onboarding to engage new employees. No, he didn’t realize that, and it certainly wasn’t intentional. But man…awkward.

 

Bottom line: Even the “meh” conferences can be salvaged. At the core, all conferences are wonderful opportunities to connect with like-minded colleagues, so take advantage of these chances to learn, share and grow with others! Like most things, we reap what we sow. If you go into the event thinking it will be miserable, you will be miserable. If you look for opportunities to make the most of it, you certainly will.

Your turn: What are your strategies for making the most out of conferences? Share a comment below – your advice can help your fellow conference-goers, rookies and seasoned attendees alike!

Fortunately, ICE is sure to be a killer event. Will I see you there? Drop me a note, connect with me on Twitter or LinkedIn so we can catch up!

 


 

Looking for a few other conference-related posts? Check out these oldies-but-goodies!

3 Ways to Have a Really Bad Time at a Conference

How to Combat Inspiration Overload After a Conference

 

 

New Blog Series | Talent Marketing Essentials

“If everything in your toolbox is a hammer, then everything will look like a nail.” – unknown

I don’t know who originally said this, but I heard a sales trainer quote it at least 10 years ago, and the saying has stuck with me ever since.

It’s so true…in the Business of Talent, we need to have a versatile set of tools ready to use to help us connect and engage with our various participants in training, employee engagement, employee development, onboarding, and other programs that our teams lead.

I had the privilege of spending some time in my career working for a digital/email marketing startup – I developed and delivered training for thousands of clients on six continents during my time there.

(Still, and will always be, one of the best jobs I ever had!)

That said, I am not a marketer by trade. Early in my career (nearly 20 years ago – yowza!), I cut my teeth facilitating a LOT of instructor-led training sessions. I was able to leverage those skills when I joined the startup and learn from our clients, many of which were using our software to implement some pretty sophisticated marketing strategies. I was thrilled to get a behind-the-scenes look at how these clients – from Microsoft to Coca-Cola to Spanx – were doing it.

And there, I learned enough to be dangerous.

It’s been several years since I moved on to the next step in my career, but I have kept an eye on trends in the digital marketing space….and have been utilizing modified versions of those strategies in my own talent programs. And it makes a difference!

Bottom line: It’s important for all of us, as leaders in the Business of Talent, to occasionally think like marketers and get better at communicating effectively with our program participants, leaders and stakeholders. Because, at the end of the day, that’s all it is: Communicating effectively and with a purpose.

Even if you don’t have a fancy Marketing degree.

Even if you don’t geek out over things like email open rates and click-through rates.

Even if you don’t “do” social media…or your organization blocks it.

 

My next few posts will be dedicated to sharing HR/Talent-friendly versions of a few simple marketing campaigns that you can replicate in your organizations. And you won’t need a lot of fancy software to make it happen, I promise!

To start, if you subscribe to this blog, you’ll receive a complimentary workbook all about the first strategy…How to Create a “Drip Campaign” Email Sequence to Communicate with New Employees. If you have never thought about leveraging the power of sequential, informative, helpful emails as a pre-start learning tool in your onboarding program, this handy little resource will be a game-changer for you!

If you already subscribe, you’ll be receiving an email with a copy.  If you haven’t yet subscribed to phase(two)learning, please do….I’d love connect with you, you’ll receive a copy of the workbook!

Join the phase(two)nation tribe today!

 

3 Foolproof Ways to Blow New Employees Away on their First Day

Another new year is upon us, friends! 365 blank calendar squares where we can make a difference, add value, build connections and drive results. The promise and possibility of that is motivating to me, despite years and years of abandoned new habits and rarely worn gym clothes, since I’m not much of a “resolution” kind of gal.

If your team is like my team, the new year also means gearing up for the first New Employee Orientation of the year. Will you be kicking off 2018 with the same-old-same-old orientation experience, or is this the year you make some changes?

If you are looking to ease into some changes to your organization’s onboarding program, something that will generate a positive reaction (without breaking the bank!), a simple place to look is the welcome experience your new employees receive on their first day. Here are 3 incredibly simple….like, “Why didn’t I think of that?!” simple…tactics to make your new employees’ first day memorable and make them excited to return for Day #2.

Foolproof Tactic #1: Roll out the red carpet…..literally.

When you make a hiring decision, it is crucial to remember that the decision is two-sided. Your new employee is also choosing YOU, including the hiring manager, the team he will be working alongside, the role/title, the organizational culture and the work itself – only having seen or experienced a tiny bit of it before his first day. Help put his mind at ease from the moment he steps foot in your lobby, and confirm that he made the right decision by accepting your offer.

The concept of “rolling out the red carpet” may be cliche, but it is long-associated with top tier events – movie premieres, high society galas and other glamorous gatherings. Giving your new employees the VIP treatment is a fun way to ease first-day jitters and bring a smile to his face.

And the best part? You can order one on Amazon today and have it rolled out before the new year! Check it out:

https://www.amazon.com/Hollywood-Themed-Carpet-Runner-Decoration/dp/B006U3ZRPE/ref=sr_1_2?ie=UTF8&qid=1514579129&sr=8-2&keywords=red+felt+carpet+runner

 

Foolproof Tactic #2: Involve your C-suite (a little or a lot)

Even the busiest executives should have some face time with your newest team members. Even a 15-minute meet-and-greet session sends a message to new employees that your leaders support onboarding, are committed to their immersion and success and are eager to get acquainted with them, which is an important factor in new employee engagement.

Granted, in our global culture, remote onboarding may prevent some, perhaps all, face-to-face encounters. Here are several ways to involve your senior leaders, both in person and from afar:

  • Kick off new employees’ first day with coffee and/or breakfast with your CEO while s/he shares his career story and provides a welcome and company overview.
  • Record a short video of your CEO or other key executive in advance welcoming new employees to the team and text it to them one hour before their official start time. Update the video annually or as specific initiatives/goals/success stories evolve.
  • Have your executive hand-deliver a name tag, uniform, or fun swag items with a handshake and a warm welcome.
  • With permission, include a stop in your executive wing on a building tour.
  • Invite the CEO to participate in a Google Hangout/Skype chat with new remote employees on their first day.
  • Leave a handwritten card on the new employee’s desk (or mail it to a remote employee’s home to arrive on his/her first day).

 

Foolproof Tactic #3: Make a game of it.

Interactive learning games can be an extraordinary way to engage new employees, build connections and create a memorable environment. Here are a few ideas, based on simple mainstream games, that might jump-start your creativity. Need more inspiration or want to develop something more customized? Check out the book Play to Learn by Sharon Boller and Karl Kapp…so good!

  • Was it your CEO, in the Employee Lounge, with the candlestick? Turn a ho-hum scavenger hunt into an interactive take on the game Clue! Distribute clues/company facts on cards throughout the day – new employees can use the clues to solve a mystery, identify company employees and learn helpful information.
  • Poker, anyone? As leaders and other employees participate in Orientation on the employees’ first day, they can distribute one playing card to each new employee. At the end of the day, the best “poker” hand wins a small prize!
  • Make your org chart come alive! Attach headshots of company leaders and other key employees on cardstock with clues about their name, characteristics and role. Asking yes-or-no questions, players identify which employee is on the card, à la Guess Who?.

 

Whatever your onboarding goals may be for 2018, hopefully these simple, foolproof tactics will serve as inspiration to help you achieve them and truly blow your new employees away! Need assistance developing a results-driven onboarding strategy for your organization? Let’s talk!

Cheers to your organization’s success and prosperity in the new year!

Why Managers Need a “GPS” to Navigate the Employee Development Journey

Why managers need a GPS

Unless one is in the business of “talent,” it could be confusing to recognize what “talent” really means. After all, what differentiates talent management, talent acquisition, talent development, talent shows….okay, I’m kidding on that one. But kidding aside, it can be confusing to people who DO work in a talent-focused role, so it’s no surprise how complex it might seem for anyone else or to understand how their role intersects with the “business” of talent.

People managers, regardless of your industry or department, this one is for you: Your role in developing talent is critical. You are the linchpin. The one who is most likely to encourage – or stunt – an employee’s growth, development and ultimate success within your team and in your organization. And yes, it may be only one of many functions listed on your job description, but it is arguably the most important aspect of your role.

If the end destination is an engaged, successful long-term employee, how do managers navigate the career path – especially when every employee is unique and at different points along the journey, and there are so many different route options to follow?

 

Successful navigators, whether in travel or career, follow a roadmap or GPS.

Throughout the employment journey, a manager should be tuned into employee development needs at every turn:

  • When interviewing and hiring
  • During the onboarding period
  • While career planning
  • Through the succession identification and planning process
  • While promoting an employee (and re-onboarding after that promotion!)
  • When an employee prepares to leave the business

 

Lou Russell, Brittney Helt and I have spent the past several months diving into the manager experience during each stage of employee development and built a simple road map to guide managers’ paths. We are thrilled to launch our new book, Talent GPS: A Manager’s Guide to Navigating the Employee Development Journey, a practical guide for managers to chart their course through this complex process.

Talent GPS cover image 2

 

Remember, an employee’s success hinges on the support provided by his/her manager. Our job as Learning & Talent Development practitioners is to help managers navigate the journey.  

Whether you manage people, or support people who do, you will benefit from having this resource in your collection.

Learn more and order your copy today!

Heading to #ATD2016 this month?

2016-ATD-International-Conference-and-Expo

It’s May – are you heading to Denver for ATD’s International Conference & Expo (ICE) this month? I am – and I couldn’t be more excited! ICE is the biggest event of the year for L&D folks, and I’m ready to absorb every possible idea or nugget of wisdom along with 10,000+ of my fellow colleagues. Plus, I’m on the docket to present this year, which is such a tremendous privilege. 

I'm-speaking-at-ATD-ICE-2016

If this is your first time attending ICE, you should know that this is not an event you just show up at, sans-plan. With so many session options, it’s important to map out some options ahead of time. I’ve been working on my game plan for the past few days. While it is definitely subject to change, here are a few of the sessions I’m considering:

Sunday, May 22

8:00 a.m. – 12:00 p.m. – Chapter Leader Breakfast, Chapter Leader Day

1:30 p.m. – 2:30 p.m. – (SU205) Flip & Drip Approach to Leadership Development: Accelerating Learning Transfer

3:00 p.m. – 4:00 p.m. – (SU314) The LeaderShift: How to Engage & Develop the Next Generation of Leaders

4:30 p.m. – 5:30 p.m. – (SU408) Keys to a (Really) Successful New Supervisor Training Program

Evening – ATD-Central Indiana Member Meetup!

Monday, May 23

8:00 a.m. – 9:30 a.m. – (General Session) Leaders Eat Last: Why Some Teams Come Together and Others Don’t

2:00 p.m. – 3:00 p.m. Chapter Leader Power Hour

3:00 p.m. – 4:00 p.m. – (M212) Cracking the Code for Kirkpatrick Levels 3 & 4

4:30 p.m. – 5:30 p.m. – (M3318) Creating and Launching Sales Onboarding in 90 Days or Less 

Evening – TBD

Tuesday, May 24

1:00 p.m. – 2:00 p.m – (TU200) Redefining the Future of L&D with 70-20-10 and Beyond 

4:30 p.m. – 5:30 p.m. – (TU416) 70-20-10 Onboarding: How to Engage, Empower & Develop New Employees (My session – join me!)

Evening – TBD

Wednesday, May 25

10:00 a.m. – 11:15 a.m. – (W201) Keeping Learning Alive Through Social Media & Learning Communities

1:30 p.m. – 2:30 p.m. – (W304) Ending the ROI Void: What You Should Measure Come Monday

There are still several open spots on my agenda…this is why careful planning is necessary! There are so many intriguing sessions being offered, it’s tough to play the Sophie’s Choice game to decide which to attend. I’ll be narrowing the list over the next week or so, but I still fully expect to call a few audibles here and there.

First time at ICE?

Fear not! The conference website has a handy session planning tool that will let you review the session lineup and bookmark your favorites. Some folks in the L&D blogging community have also shared their own tips for a successful ICE experience. Here’s a great one by JD Dillon – 5 Tips for Making the Most of #ATD2016. He’s also shared his #ATD2016 schedule – check it out!

Will I see you there?

What’s on your must-see list while at ICE? Share your can’t-miss sessions in the comments below! 

Looking for some good conversation while you’re in Denver? Let’s catch up and talk shop over a cup of coffee! Drop me a note – let’s meet up!