Page 153 - Successful Onboarding

140 • Successful Onboarding

Table 4.1 Interpersonal Network Elements—Sample Tactics
Onboarding
Phase Element Sample Tactics Application Advice
Prepare • Pre-Day one • In person office tour and • Optimal delivery option will depend on
Networking cocktail hour support personnel availability and
Activities • Pre-start company outing geographic dispersion of new hires
(e.g., ball game) • In-person activities with current
• Cohort/small group dinner employee involvement are suggested,
• Company “Second Life” virtual as they allow new hires to form
world simulation personal connections
• Prestart online social networking • Online/virtual networking are the most
(either company developed or feasible alternative for firms with
utilizing existing tools; e.g., geographically dispersed new hires
LinkedIn or Facebook) • Hiring manager can encourage
• Provide a list of industry group participation by extending personal
(e.g., trade associations) and invitations for new hire in pre-start
relevant functional (e.g., phase to join in an upcoming
professional association) events community event
• Guidance on • Section on new hire portal with • Having a personal resource to answer
moving to Week One tip sheet and check list questions and provide insider advice is
new city for key activities optimal, but it requires a high level
• Tips saved on welcome gift of resources and is not feasible for
company flash drive all organizations
• Hard copy checklist sent to new • Web-based guidance or mailing
hire via mail/email handbook is suitable
• Wiki for employees or new hires complement/alternative
to share feedback and input on • Make sure to inform the new hire as to
the city the source of the recommendation. It
• Incorporate local events in the will be a superbly personal and positive
company newsletter experience to learn that an answer
came from an existing employee within
• Recruiting manager can collect
the firm
questions from new hires (pre-start)
and solicit recommendations from
individuals within the firm who
might have particularly informed
point of view and advice.
Orient • Designed • “Speed networking” activity with • Ample networking time should be
networking other new hires allotted in the Orientation period
activities • Lunch with experienced employees • These activities should be structured to
• Post Day-One happy promote comfort and purpose in
hour/celebrations with current interactions and so that new hires have
employees, including senior level forums to build relationships with both
employees new hires and current employees
• Affinity group–based networking • Plan networking activities at corporate
• Have new hires work in teams and the local or team level
during orientation activities • Each meeting should have an
agenda—to cover an educational
aspect—about the company’s culture,
current position, or strategy