The Other Side of Onboarding: Laying the Foundation for Job Satisfaction and Engagement

When people think of onboarding, they often think of helping new employees adapt to the company culture, or “fit.” But that’s not the only place onboarding often falls short. The reality is that most early turnover can be blamed on a disconnect between job expectations and the realities of the job.

When top performers are hired to “play a vital role in the company” but end up performing mostly administrative or repetitive tasks, job dissatisfaction and low morale creep in. They disengage and, eventually, leave. 

So what’s the solution? 

Should you avoid telling candidates that they’ll play an essential role in the organization? NO! The best talent wants to make a difference. 

Should you lower your qualifications for jobs that have a less obvious impact on the organization? NO! Having top performers in every position is how you build a healthy, sustainable organization.

The solution lies in how you talk to new employees about their position in the company. Without changing a single aspect of their job, you can help new employees see and appreciate the impact their work has.

LEARNING OBJECTIVES

In this 90-minute webinar, you will learn: 

• How to help every single new employee—from a janitor to an executive—see a line-of-sight from their work to the organization’s strategic goals
• What HR and management should do in the first hour, the first day, the first week and the first year to ensure that a new employee is satisfied in their position and understands the impact of their role 
• How to design and implement an onboarding buddy system—a valuable resource for getting candid feedback from new employees
• The critical importance of the first assignment—how to create and evaluate a new employee’s first project in a way that will set the foundation for high job satisfaction and a long career with the organization
• How to conduct an “expectations exchange” with the new hire to align the employee’s and manager’s intentions
• Why talking about career advancement and professional development, even within the first week, can increase job satisfaction and engagement.
• How to tailor your onboarding approach to specific employees—from recent graduates just entering the workforce to those with English as a second language