The present (and future) reality of work requires organizations to rethink traditional ways of onboarding new employees. The “what” of orientation likely will stay the same. For example, introducing employees to the Culture, Mission, Vision, and Values of the organization; sharing information about strategy, structure, goals, and initiatives; and acquainting the new employee to relationship-building resources and support available to help them be successful in their new role. The “how” is a different story. The “how” is more challenging, both in tactics and tools and in the impact on metrics such as new employee engagement

Discussion Points:

To help guide this discussion, we will be covering some of the following questions:

✅  To what degree have the goals for your onboarding program changed since the declaration of the pandemic? If they have changed, how have they changed? If not, how might they need to change in the new reality?

✅  What changes have you had to make to the “how” of your onboarding program?

✅  What challenges have you experienced in adapting the “how” of your program?

✅  What tactic, tool or process have you implemented successfully?

✅  What measures are you looking at for the success of your onboarding program? Are you still using those measures?

✅  What changes, if any, have you seen in your onboarding metrics? If you’ve had a significant change, how have you responded?