You might be the reason why they quit.

Organisations and companies can improve hire retention and decrease early resignations if they learn to up their game in their onboarding process. This shouldn’t be neglected, so in this episode of The HR Uprising Podcast, Lucinda Carney, your host, shines a light on where you should start with the onboarding. She the fundamental questions like: Why value the onboarding? How long must we allow for the process? What are the different types of onboarding?

There’s many more that you’ll discover when you tune in. We should ensure that the managers are skilled to onboard people effectively. It’s an important process, and it could also lessen the waste of money on recruitment.

Remember - When we look up together we rise up together!

KEY TAKEAWAYS
According to studies, one-third of the workforce are choosing to leave their companies in the first six months. This is a bad sign especially that employers invest so much money, time, and energy in recruitment, employment, training, etc.
Onboarding – point in time from when an interesting candidate has accepted your offer and is performing an engagement with the organisation

On average, 1-3 months are allowed to abandon their previous company, and six months are spent on the onboarding phase.
Operational onboarding – Tools are needed by new team players to do their job.
Knowledge onboarding – How should you do it? Knowledge is more digestible for them if you do it in small chunks over a period of time.
Social onboarding – Make them feel included.

Technology won’t be the answer.
Performance Induction – Set goals for individuals to achieve. It’s easier to evaluate their performance and give them feedback.
Talent Onboarding – Managers should know your skills, talents and expertise, so they’ll know how you can help each other improve.
Cross-boarding – people are moving from one business to another.

BEST MOMENTS
“We should be using our performance management from Day 1 – setting people’s goals and milestones, and giving them feedback about them.”
“The world is divided into a third who joins into social media, a third of people who lurks, and third who has nothing to do with it.”
“In different sectors or business units, very often, their whole culture is entirely different. So, someone moving – even from a different management style – makes a big difference in how they feel and how quickly they become effective.”

VALUABLE RESOURCES
Onboarding | LinkedIn
The HR Uprising Podcast | Apple | Spotify | Stitcher

ABOUT THE HOST

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“If you look up, you rise up”

CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

You might be the reason why they quit.
Organisations and companies can improve hire retention and decrease early resignations if they learn to up their game in their onboarding process. This shouldn&rsquo;t be neglected, so in this episode of The HR Uprising Podcast, Lucinda Carney, your host, shines a light on where you should start with the onboarding. She the fundamental questions like: Why value the onboarding? How long must we allow for the process? What are the different types of onboarding?
There&rsquo;s many more that you&rsquo;ll discover when you tune in. We should ensure that the managers are skilled to onboard people effectively. It&rsquo;s an important process, and it could also lessen the waste of money on recruitment.
Remember - When we look up together we rise up together!
KEY TAKEAWAYS
<ul>
<li>According to studies, one-third of the workforce are choosing to leave their companies in the first six months. This is a bad sign especially that employers invest so much money, time, and energy in recruitment, employment, training, etc.</li>
<li>Onboarding &ndash; point in time from when an interesting candidate has accepted your offer and is performing an engagement with the organisation
<ul>
<li>On average, 1-3 months are allowed to abandon their previous company, and six months are spent on the onboarding phase.</li>
</ul>
</li>
<li>Operational onboarding &ndash; Tools are needed by new team players to do their job.</li>
<li>Knowledge onboarding &ndash; How should you do it? Knowledge is more digestible for them if you do it in small chunks over a period of time.</li>
<li>Social onboarding &ndash; Make them feel included.
<ul>
<li>Technology won&rsquo;t be the answer.</li>
</ul>
</li>
<li>Performance Induction &ndash; Set goals for individuals to achieve. It&rsquo;s easier to evaluate their performance and give them feedback.</li>
<li>Talent Onboarding &ndash; Managers should know your skills, talents and expertise, so they&rsquo;ll know how you can help each other improve.</li>
<li>Cross-boarding &ndash; people are moving from one business to another.</li>
</ul>
BEST MOMENTS
<ul>
<li>&ldquo;We should be using our performance management from Day 1 &ndash; setting people&rsquo;s goals and milestones, and giving them feedback about them.&rdquo;</li>
<li>&ldquo;The world is divided into a third who joins into social media, a third of people who lurks, and third who has nothing to do with it.&rdquo;</li>
<li>&ldquo;In different sectors or business units, very often, their whole culture is entirely different. So, someone moving &ndash; even from a different management style &ndash; makes a big difference in how they feel and how quickly they become effective.&rdquo;</li>
</ul>
VALUABLE RESOURCES
<ul>
<li>Onboarding | <a href="https://www.linkedin.com/feed/update/urn:li:activity:6537561330273136640">LinkedIn</a></li>
<li>The HR Uprising Podcast | <a href="https://podcasts.apple.com/us/podcast/the-hr-uprising-podcast/id1465080766">Apple</a> | <a href="https://open.spotify.com/show/7ds86Lxe8fO3rdGPKSIvkp">Spotify</a> | <a href="https://www.stitcher.com/podcast/progressiveproperty/the-hr-uprising">Stitcher</a></li>
</ul>
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to &lsquo;rise up&rsquo; together.
&ldquo;If you look up, you rise up&rdquo;
CONTACT METHOD
<ul>
<li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/">https://www.linkedin.com/groups/13714397/</a></li>
<li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li>
<li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/">https://www.linkedin.com/in/lucindacarney/</a></li>
<li>Twitter: @lucindacarney</li>
<li>Instagram: @hruprising</li>
<li>Facebook: @hruprising</li>
</ul>

Welcome to the HR Uprising Podcast. 

This engaging podcast explores HR ‘hot’ topics and challenges through conversations with relevant experts and real-life HR; O.D. or L&D professionals.

HR Uprising is about creating an inclusive forum that enables us to share and learn from experts and everyday professionals. HR Uprising is all about learning through collaboration; taking evidence-based action and helping colleagues to have the confidence and skills to rise-up through their organisations by delivering real, lasting business value.

Hosted by Lucinda Carney a Business Psychologist; Experienced HR Change Agent; Entrepreneur; Speaker and Coach. There are two types of show format the ‘In focus’ episodes where Lucinda delves into a specialist topic in some depth and the ‘Conversations with’ series where we interview experts and people like you. Our hope is that shows are both informative and fun. 

You can access more information on each Podcast including resources or links mentioned in the show at our website www.hruprising.com. 

If you are a forward-thinking HR; L&D or O.D. professional who has a success story or challenge that others can learn from and you would like to be featured in future podcasts you can get in touch through one of the routes below.

Connect with us here: 
Join the linkedIn community: https://www.linkedin.com/groups/13714397/
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @hruprising
Instagram: @hruprising
Facebook: @hruprising

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