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When It Comes To Onboarding, CEO Take The Wheel

Posted on in Retention Strategy

Control what you can control.

That’s kind of a motto around here.  In a world where things change frequently and quickly, we must seek opportunities to influence outcomes whenever possible.  Let’s consider how this applies to a CEO’s agenda.

Study after study shows that talent attraction and retention is the first or second concern that keeps most CEOs up at night.  So, as the leader of the organization, why would any CEO leave those activities that improve talent attraction and retention to chance?  We know that one of the most impactful things a CEO can do to ensure higher productivity, engagement and retention of their employees is to take an active role in the onboarding process.

During our onboarding series, we highlighted the difference between orientation and onboarding and offered up a few easy things any CEO can do to be involved in the process.  We also tried to have a little fun, so rather than preaching about why a great onboarding program is impactful, we showed the dark side of what bad onboarding looks like and shared true stories from the field to make the case.  For those who were craving a tip sheet, we provided that too.

The bottom line is this.  If your people are your product (hint: they are in EVERY industry) you can’t delegate their entire onboarding experience and then point fingers when your retention percentage is poor.  Find ways to engage at this critical phase of the talent continuum.  Make it meaningful.  Have some fun.  Are you ready? Here’s some inspiration.

Checkout this CEO MC’ing day one introductions…

Not right for your culture or style?  That’s okay.  This Fast Company article shares some additional creative onboarding practices that might get your creative juices flowing.

Looking for other ideas to transform your onboarding process and talent strategy? Subscribe to our blog or get in touch!

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