From Onboarding toEngagement:Mapping the NewEmployee Experience

AGENDAA LOOK INSIDE

A deeper dive into the fivesteps in the new

employee experience

Learn how to improveyour organization's

onboarding.

Review the ways TTA hashelped its client's effectivelyonboard new employees and

improve retention rates

The Facts

Review statisticshighlighting the current

state of onboaridng

Onboarding Mileposts The Next Step TTA Onboarding

2 3 4 5

2

of the highest performingorganizations begin onboarding

prior to the new hire's �rst day onthe job (i)

83%of employees decide whether to

stay or go within the �rst 6 months(ii)

90%of companies are investing enoughtime in the onboarding process tomake a signi�cant impact on the

business (iii)

28%

i Maurer, Roy. “Onboarding Key to Retaining, Engaging Talent.” SHRM, SHRM, 16 Aug. 2019, www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/onboarding-key-retaining-engaging-talent.aspx.ii Maurer, Roy. “Onboarding Key to Retaining, Engaging Talent.” SHRM, SHRM, 16 Aug. 2019, www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/onboarding-key-

retaining-engaging-talent.aspx.iii “How Long Should Your Employee Onboarding Process Be?” Panopto Video Platform, 6 June 2019, www.panopto.com/blog/how-long-should-your-

employee-onboarding-program-be/.

The Facts

5 ONBOARDING MILEPOSTSThe new employee onboarding process is much more than just orientation. There are manymilestones throughout the journey of new team members from newly hired to ready forgrowth. Creating an effective onboarding strategy is crucial to the success of new hires. Asyou continuously nurture the onboarding of new team members, retention rates continue toimprove. Let's take a look at each important step in the new employee experience and therepresentative strategies for each.

Learner Experience Platform (LXP)

Orientation

Preparation

Capability

Value

Engagement

Ready forGrowth

NewlyHired

Retention

Often the terms "orientation and onboarding" are usedinterchangeably, but it's important to note thatorientation is just one component of the overall newemployee onboarding process. Orientation is typicallythe first step in onboarding new team members. It iswhere new employees gather important information,including company policies and procedures, benefits,pay, and dress code. The goal of orientation is verysimple. It includes the nuts and bolts of what you'realready doing to help learners navigate companypolicy and workplace norms.

Orientation1

Training strategies for improving yourorientation process:

MicrolearningChecklistsExplainer videos

Preparation is the second step in the newemployee experience. The primary goal is fornew employees to learn what is expected ofthem and set up a plan for success in their newrole. New team members will learn expectationsand set goals specific to their unique role withinthe organization.

Preparation2

Training strategies for preparing new hiresfor success:

Diagnostics & assessment Cohort learningGoal & action-planning applications

The next step in the new employee experience isensuring that learners are well-versed in their newrole. It's crucial that organizations support learners asthey strive to achieve competency. Manyorganizations miss this step in their onboardingprocess. Continued onboarding during this timeprovides the scaffolding to accelerate a learner'sramp-up.

Capability3

Training strategies for ensuring newemployees are competent in their role:

Gamification Job AidsCertificationILT/V-ILT

New employees simply achieving competency intheir role is not enough. During this step in theonboarding process, you'll want to make surethat employees are achieving their performancegoals. It's important to ensure that learners areadding real value to the organization. Asemployees become more comfortable withintheir new role, they will begin to achieve earlyaccomplishments which is beneficial to thelearner and the organization.

Value4

Training strategies for helping newemployees add value to your organization:

Immersive practice (sim, AR/VR/360) Searchable knowledgebaseCurated content (push & pull)

The last step in the onboarding process is ensuringthat new team members are truly engaged. You'llknow that new hires have successfully engaged whenthey begin to positively contribute to the organization'sculture, are taking ownership of their role, and feelconfident in their ability to grow both within theorganization and within their role.

Engagement5

Training strategies for ensuring your newemployees are successfully engaged:

Coaching & mentoring (live & virtual) Cohort huddlesCommunities of practice

TAKE THE NEXTSTEP WITH TTA

The biggest challenge many organizations facewith effective onboarding is the feeling that theyneed to do it all themselves. The responsibility ofonboarding new employees often falls only on thehiring manager. What if we told you the first step tocreating better onboarding within your organizationis by asking for help? Outsourcing your onboardingcan significantly streamline the new employeeexperience. TTA can help. Once you've internally determinedcomponents of your onboarding that can beoutsourced, TTA will work with you to create ahybrid solution that meets your organization'sunique needs. We'll help you create andimplement a strategy for onboarding and provideyour hiring managers with the tools necessary tosuccessfully integrate new members of the team.

AchievementsAdd your amazing subtitle here.

For integrating the state-of-the-art onboarding technologyBambooHR at TTA to improve our internal onboarding andcreate a culture of engaged employees.

Brandon Hall Silver Award for BestAdvance in OnboardingTechnology 

For the work we did with our valued partner,Massachussetts Department of Children & Families. DCFpartnered with TTA to design and implement numerousonboarding videos which would be shared with new socialworkers prior to their �rst day of training.

Brandon Hall Bronze Award forExcellence in Learning 

TTA Awards for OnboardingTTA partners with many organizations to help make

their onboarding strategy more effective and toimprove the overall new employee experience. Hereare a few of the recent industry awards we've won for

helping our clients with onboarding programs.

Maria Melfa, CEO“At TTA, we are focused on helping drive innovation for ourclients, and we do the same for ourselves internally, so havingstate-of-the-art onboarding technology and practices in place iscritical to TTA’s ongoing success and emphasis on having aculture of engaged employees. Engagement starts with the firstcontact prospective employees have with us, so we cannotoveremphasize enough the value and importance of effectiveonboarding,”

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