Blueprint to Success: Integrating and Engaging New Employees

FOR INTERNAL DISCUSSION PURPOSES. 08/11 1

What is onboarding?

The process of aligning, assimilating, integrating and transitioning a new employee

FOR INTERNAL DISCUSSION PURPOSES. 08/11 2

Why do we need an onboarding program?

Attract and retain new talent Encourage employees to stay and grow Increase employee sense of commitment Improve employee performance Increase management participation Promote management and employee accountability Decrease time-to-productivity Improve consistency and continuity

FOR INTERNAL DISCUSSION PURPOSES. 08/11

How is it different from what we have now?

NOW: transactional
Orientation-based approach that focuses on: Completing forms Learning about benefits and security procedures Executing as a discrete, standalone event

GOAL: transformational
Strategic approach that focuses on optimizing human capital by: Integrating and acclimating new employees Delivering tools, information, and resources to become successful and productive Including a longer timeframe: 6-12 months

FOR INTERNAL DISCUSSION PURPOSES. 08/11

Onboarding best practices

Initiated before the first day Includes formal new hire training Clearly-defined performance metrics Extends six months to one year Utilizes socialization as a primary component of onboarding Involves manager/supervisor Leverages technology (process automation) Includes measurement and refinement Has an owner for each component of the process

FOR INTERNAL DISCUSSION PURPOSES. 08/11

Translating best practices for HREI

To make Blueprint to Success effective, it must create learning and greater awareness in three key areas of context

BUSINESS CONTEXT
Align to mission and vision

SITUATIONAL CONTEXT
Connect to culture, strategic goals and priorities

CULTURAL CONTEXT
Integrate across process owners and apply to all employees

Increase understanding of the heart and soul of the company Discuss corporate vision, mission, internal/external viewpoints, challenges and opportunities

Set clear expectations about employee role and responsibilities

What is valued in the organization? How are decisions made in the organization? How is problem solving done in the organization? What defines success?

Focus on helping new employees meet and exceed expectations with a tactical plan
Help new employees bridge the gap by focusing on ways to leverage strengths in performance

FOR INTERNAL DISCUSSION PURPOSES. 08/11

Blueprint to Success: Sample Onboarding Program

PRINCIPLES
ALIGN to mission and vision CONNECT to culture, strategic goals and priorities INTEGRATE across process owners APPLY to all employees

ROLES
+ PROCESS OWNERS
+ PROCESS CHAMPIONS

+ EMPLOYEE

PROCESS PHASES AND KEY ACTIVITIES

PHASE I: ACCEPTANCE OF OFFER (Before Day One) PHASE II: ORIENTATION (Day One) PHASE III: NEW HIRE TRAINING (Days 2-4/First Week) PHASE IV: EXECUTE ILP (Days 5-90)

Deliver welcome kit Prepare physical office space Make travel arrangements Formal email announcement Create agenda/schedule

47th floor tour Orient to office workspace 30-minutes with supervisor Complete new hire paperwork Lunch w/supervisor and mentor Happy hour/early dinner

Industry and Hines overview Real estate fundamentals Product and competitor overview Client services overview Compliance and expense reporting Salesforce.com /performance Strategic accounts and events Develop individual learning plan (ILP)

Execute and refine ILP

MEASUREMENT & REFINEMENT

LEVEL OF ENGAGEMENT CLARITY & MOTIVATION PARTICIPATION & COMMITMENT WORK READINESS

Effectiveness of support materials Operational metrics

Feedback on basic requirements Understanding of expectations Assignment of buddy/mentor Employee journal entries Post-orientation assessment

Completed pre-reading and quiz Post-session assessments/quizzes Exposure to other employees Level of managerial involvement Familiarity with online resources Employee journal entries

ILP progression Revise/refine ILP Final assessment Employee journal entries

OUTCOMES
HIGHER JOB SATISFACTION

RETENTION OF HIGH PERFORMERS

CONTINUED ENGAGEMENT & COMMITMENT

FASTER TIME-TO-PRODUCTIVITY

FOR INTERNAL DISCUSSION PURPOSES. 08/11

Executing Blueprint to Success

Transitioning from a transactional to a transformational process begins with an onboarding framework that includes: Clearly-defined phases and processes Accountability and measurement for each phase Strong focus on individual learning plans Leveraging of technology to increase consistency Increased participation from management Next step: Surveying/interviewing department leaders and
managers about their vision of an onboarding program.

FOR INTERNAL DISCUSSION PURPOSES. 08/11