You’ve made your decision about whom to hire. You’ve gotten them excited about their new job. You’re excited about what they can bring to your team. Now what?
If you’re like most good organizations, you’re doing something more. The Aberdeen Group reported that 70 percent of all organizations currently deploy some sort of onboarding program with leaders entering new roles. While this is a good thing, there is great variability in the focus, depth, and length of these programs. The most superficial tend to provide surface-level “meet and greets” and focus on initial paperwork and process knowledge. Others go deeper, focusing on helping leaders learn to navigate the organization’s culture and understand the informal organization and key players.
What does yours do? And do you even have an onboarding program?
Also, don’t forget internal transfers. Though onboarding usually focuses on people new to an organization, your current leaders entering new roles need assistance as well. Organizations are made up of many micro-cultures and the informal culture (how things really get done) is what typically drives an organization. Unwritten rules and politics, if not openly discussed, will create obstacles and slow execution.
Remember, you never get a second chance to make a good first impression. Onboarding isn’t just about facts; it’s about feeling, too. Effective onboarding programs provide an experience that helps new hires and leaders affirm that they made the right career move. This webinar will cover what you need to ensure your organization is building a stable, committed productive workforce from the start.
Is your hiring and onboarding process costing you unnecessarily? Did you know?
Introducing an onboarding program into your hiring process can mean the difference between retaining top employees or watching them walk out the door after several months. Companies that implement an effective onboarding program during the first three months of the new hire employment experience, will have 31% less turnover than those who don’t according to the Aberdeen Group.
Onboarding is important because it introduces the employees to the company’s culture and expectations and gives them the vital training and information needed to succeed in their new position. Also, a new hire’s compatibility or culture fit will likely be determined during the onboarding process. This can save the employer from a prolonged investment in the wrong person.
A strategic onboarding plan can dramatically impact your business. Investing in an onboarding process will help reduce turnover and increase new hire effectiveness. An onboarding program isn’t just more than a routine checklist; it should be a comprehensive process that makes the new employee and company confident they made the right choice and sure they can succeed in their new job.
Robust onboarding programs help your talent get up to speed faster and deter them from leaving for greener pastures. The learning objectives are:
Is your hiring and onboarding process costing you unnecessarily? Did you know?
Introducing an onboarding program into your hiring process can mean the difference between retaining top employees or watching them walk out the door after several months. Companies that implement an effective onboarding program during the first three months of the new hire employment experience, will have 31% less turnover than those who don’t according to the Aberdeen Group.
Onboarding is important because it introduces the employees to the company’s culture and expectations and gives them the vital training and information needed to succeed in their new position. Also, a new hire’s compatibility or culture fit will likely be determined during the onboarding process. This can save the employer from a prolonged investment in the wrong person.
A strategic onboarding plan can dramatically impact your business. Investing in an onboarding process will help reduce turnover and increase new hire effectiveness. An onboarding program isn’t just more than a routine checklist; it should be a comprehensive process that makes the new employee and company confident they made the right choice and sure they can succeed in their new job.
Robust onboarding programs help your talent get up to speed faster and deter them from leaving for greener pastures. The learning objectives are:
Marcia Zidle
Marcia Zidle, the Smart Moves Coach, is a board-certified executive and career coach, business management consultant, and keynote speaker, with over 25 years of management, business consulting, and international experience in a variety of industries including health care, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality, government and nonprofits. She has expertise in strategy and alignment; executive and team leadership development; social and emotional intelligence; employee engagement and innovation; career and organization change management; employee relations and talent management. Marcia has been selected as one of LinkedIn Profinder’s top coaches for the past 7 years. Check out the 200 …
Handbook Overhaul 2026: Compliance, OBBB Act & Beyond
Fostering a Culture of Respect: Eliminating Gossip, Rumour…
Excel Spreadsheets; Develop and Validate for 21 CFR Part 11…
Paying and Receiving Payments for Referrals: You Can Go to …
Tattoos, hijabs, piercings, and pink hair: The challenges …
Ten Red Flags that Signal Financial Distress in Business Cu…
Excel + AI: The Smart User's Guide to Faster, Easier Work w…
The Age-Inclusive Workplace: How to Lead and Work Across Ge…
The Importance of the first 5 seconds when presenting
The New W4 - How to Assist Employees with Proper Completion…
Transforming Anger And Conflict Into Collaborative Problem …
4-Hour Virtual Seminar on Management Skills For New Managers
Microsoft Excel PivotTables: Basics of Data Analysis for Bu…
Supervisor Excellence: Skills to Lead High-Performing Teams
Tools for New Managers: Connecting with Employees to Optimi…
Fatal Errors Employers Make When Updating Employee Handbook…
The Manager’s Playbook for Leading After Layoffs: Quickly R…
Conquer Toxic People - Learn To Protect Yourself And Get Yo…
Elevate Your Workplace Wellness: 10 Critical Wellness Facto…
Thriving in a Hybrid Workplace: Keys to Leadership and Team…
Excel - Lists and Tables - A Beginner's Guide to Managing L…
Launch Your Career: The Ultimate Guide for Emerging Profess…
Mastering Performance Management: Strategies for Continuous…
Pivot tables beginner to advanced + 20 advanced Pivot table…
Gossip-Free: Leadership Techniques to Quell Office Chatter
Strategic ways to build your professional brand
Rewiring Your Emotional Triggers: Leading with Clarity and …
AI Fundamentals for All Leaders and Managers: How to Work S…
The $1M Mistake: EEOC Discrimination Claims Employers Make …
ChatGPT Jumpstart From intro to Download to Personal Assist…
Using Claude in Excel for Productivity, Automation & Data A…
2-Hour Virtual Seminar on the 6 Most Common Problems in FDA…
Do's and Don'ts of Documenting Employee Behaviour, Performa…
Why EBITDA Doesn't Spell Cash Flow and What Does?
HIPAA Compliance in 2026 — Practical Strategies for Breach …
FDA Regulation of Artificial Intelligence/ Machine Learning
How to Write Procedures to Avoid Human Errors
Secrets Of Psychology - Why People Do The Things They Do
AI in B2B Marketing: What Your Compliance Team Needs to Know