![]() With Silk Road, every transition can be as carefully planned and as fully engaging as that initial new hire experience. Strategic onboarding continually sets people up for success by delivering the right content, the right development, at the right time. There are other transitions in the employee journey. What they tell us is that onboarding is not a one time event. It reduces paperwork and first day information overload and helps your new hire be productive from day one.Īt Silk Road, we’ve learned a lot from over 1,000 strategic onboarding customers. TRANSCRIPT: A lot of people think onboarding is a one time, one size fits all process that streamlines paperwork and gives the new hire a good head start on the first day, and it works. Ultimately, this helps the first time manager understand the expectations of their new role and contextualizes it to organizational strategy, acquaints them to their new team, provides them the development resources they need to fill skills gaps, and maintains engagement with the organization.Ĭheck out the video below to learn more about first time manager transitions. By extending the onboarding experience, organizations can serve up journeys that include training content, introductions to mentors, goal setting, and activities that help them assimilate to their new team. Each of these experiences should be as designed and intentional as the new hire experience so as to create a continuum of engagement and investment in achieving the organization’s goals.įor example, let’s take a transition, such as a promotion for an employee who is becoming a first-time manager. Creating experiences around these milestones or touch points continually sets employees up for success throughout their journey by delivering the right content to the right people at the right time. More and more, organizations are beginning to see the importance of extending the onboarding experience to additional inflection points in the employee life cycle, such as promotions, transfers, family leave, and projects.
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