Comments on: Onboarding Programs for New Hires – Part 1

By: Gina

Gina — Tue, 28 Sep 2010 17:11:15 +0000

You are quite welcome, Steve. More than happy to talk with you if you decide to take me up on the offer.

Best,
Gina

By: Steve Stanko

Steve Stanko — Tue, 28 Sep 2010 13:17:04 +0000

Gina,
That was quick! Yes, I am on LinkedIn and will check out those groups. Your help is greatly appreciated. I may take you up on your offer to talk about this subject. Thank you very much.

Steve Stanko

By: Gina

Gina — Tue, 28 Sep 2010 13:08:39 +0000

Hi Steve,

Yes, the company at which I am a partner – Peak Performance Group, Inc. – has used coaching for on-boarding and in many other areas quite successfully. If you’d like to talk further, I’d be happy to do so with you and share some client stories. Feel free to contact me through the contact form on the website if you are interested. Are you on LinkedIn? There are a few groups you may find of interest given your background – one is the Coaching Leadership group and the other is Onboarding Best Practices – Clearing the 90 Day Hurdle.

Best regards,
Gina

By: Steve Stanko

Steve Stanko — Tue, 28 Sep 2010 13:04:31 +0000

Gina,
Thank you for point that out. I am enrolled in a Business Coaching class at NC State University. My project group is researching the ways coaching can be used to improve capabilities. Our premise is that coaching used in conjunction with on-boarding, skills training, role transition and performance management can significantly improve the desired results.

Do you know of any companies that have used coaching to facilitate the on-boarding process?

By: Gina

Gina — Tue, 28 Sep 2010 01:07:27 +0000

Hi Steve,

Check out Part 2 of this post – which is the case study: http://www.ginaabudi.com/onboarding-programs-for-new-hires-part-2/. Business impact and ROI was measured in this situation.

Best regards,
Gina

By: Steve Stanko

Steve Stanko — Tue, 28 Sep 2010 01:04:27 +0000

Gina,
Good stuff. Do you know of anyone who has assessed the results achieved from orientation processes and actually determined ROI?

By: Alvaro Arevalo

Alvaro Arevalo — Tue, 13 Apr 2010 20:59:27 +0000

This new technology is all new to me and we have to grow together to prosper.

By: Gina

Gina — Wed, 14 Oct 2009 22:29:32 +0000

Hi George,

Thanks for your comment. I definitely agree with the importance of providing support to the new employees and their teams for 100 + days. Part II discusses a mentoring program that was part of the onboarding program along with a portal that was created for additional support/sharing. However, I like the idea of providing the support to the teams also. Thanks again!

Best regards,
Gina

By: George Bradt

George Bradt — Wed, 14 Oct 2009 19:51:14 +0000

Gina – It won’t surprise you to read that I agree with much of what you’ve written here. Well put.

I would propose a slightly different emphasis in accelerating. Ensuring that the new hire is ready to go on day one really need to be done in the accommodating phase of onboarding. Accelerating is all about helping new employees and their teams deliver better results faster. Thus, it’s important to give those new employees and their teams on-going resources and support through their first 100-days and beyond.

George Bradt – PrimeGenesis Executive Onboarding and Transition Acceleration