All Aboard? Why Effective On-boarding is Important for Hopkins
Do you remember your first day of your new job here at Hopkins? Studies show that employees who are immediately "socialized" to the work environment become more engaged sooner and their initial impressions of the work culture are more positive and are more effective in the job with greater satisfaction.
Do you remember your first day of your new job here at Hopkins? You were probably greeted by your manager or co-worker, who led you to your work station which was supplied with the things you needed to do your job, a computer at your work station, pre-loaded with your JHED ID to give you access to email in order to know what the rest of your department or division was working on. Then one of your co-workers probably gave you a tour of the building, your department, the restrooms and break rooms At lunch time, your team probably took you out for lunch, told you a little bit about themselves and you told them about you. That’s probably how you remember the first day of your job… right?
Well, except for for a very small group of people, the majority of people probably don’t recall experiencing that particular series of events. According to a recent Institute of Executive Development study, 30% of executives who join an organization as an external hire fail to meet expectations in first two years; 34% of new executives are gone from the organization within two years; and, 21% of executives who make internal transfers fail to meet expectations in first two years. An effective on-boarding process can lead to greater employee retention, reduced time to reach productivity, and increased job satisfaction for new leaders, managers and staff.
What is On-boarding?
By definition, on-boarding:
- Is a support process for new staff members once they have accepted a position.
- Supplements the existing departmental/divisional new employee orientations.
- Is designed to provide specific information about Hopkins culture and resources for the new staff member to help them navigate the Hopkins institution.
- Helps managers and supervisors get their newly hired staff member up to speed with the policies, processes, culture, expectations, and day to day responsibilities of Hopkins' departments/divisions.
- Helps make your new staff member feel welcomed and excited, confirming why they joined your department/division and the Hopkins community.
In practice, an effective on-boarding:
- Builds Hopkins' and your department/divisions' reputation for being a thoughtful employer, with great training, clear leadership and a strong organization.
- Helps to retain your staff members and top leaders.
- Reduces the high turnover costs associated with hiring and training new staff members.
- Assists new staff members with reaching effecient productivity levels more quickly
On-boarding at Hopkins
In the summer of 2010, TMOD developed two on-boarding toolkits, On-boarding: Guidance for the New Leader and On-boarding: Guidance for the Hiring Manager. A third toolkit, On-boarding: Guidance for the New Staff Member is currently in development. The toolkits would be highly useful in addition to all existing New Employee Orientations.
So, What Are the Toolkits Like, and Where Are They?
The toolkits cover different, though some overlapping, topics depending on whom the new hire is. Here’s what’s inside:
You can find these toolkits (in PDF format) on the new Human Resources website, under the "Docs" tab on the right. And check back for the third installment, On-boarding: Guidance for the New Staff Member, coming soon!