Creating a Dynamic Onboarding Experience
When a company's retention is low, it affects employee engagement. When engagement is low, it negatively affects our ability to retain good people. How do you stop the downward spiral? A strong Onboarding program can help. It doesn't have to be costly, but it does have to be intentional.
Together, we will discuss the 3 phases of Onboarding, unique concepts to connect with your company's goals, measuring the effectiveness of your program, and how you can use Onboarding to positively affect the employee engagement of the entire organization.
Learning Objectives:
- The 4 key components to an effective Onboarding program.
- 3 specific phases of Onboarding and what to do in each one.
- Examples of unique concepts that can be customized to match their company's mission, vision, and goals.
- How to use Onboarding to positively affect the employee engagement of the entire organization.
Jennifer Currence, SHRM-SCP, MBA
Jennifer Currence is a Senior Partner of HR Soul consultancy firm in Tampa, Florida, where she delivers results through strategic HR solutions, customized training, and coaching programs for organizational and HR leaders. She is the creator of The SOTO Approach to Leadership and the content architect for the Society for Human Resource Management’s (SHRM) international People Manager Qualification (PMQ).
Jennifer is regularly published and featured in industry magazines, webinars, and podcasts, and is the author of three HR books on behavioral business competencies.
Jennifer was named one of the top 100 Influential HR professionals in Leadership and Development in 2023 and Tampa Bay’s HR Consultant of the Year in 2017. She is a faculty member for SHRM and a former management professor at the University of Tampa.