Career Development: "On-Boarding"
POD has developed an On-Boarding Toolkit (PDF) for UW managers. The toolkit provides a wealth of checklists, tips, and other resources to help UW managers effectively welcome their new employees, get them up to speed, and lay the foundation for their long-term success. (All UW managers may find the toolkit useful, but it is most pertinent to Seattle Campus classified and professional staff since other organizations, such as UW Medicine, UW Bothell, and UW Tacoma, have their own onboarding programs.)
Showing New Employees the Ropes
An employee's first weeks on the job are a critical time to begin
building a successful working relationship. This is your opportunity
to set goals and expectations, train new employees on job-specific
tasks, and introduce them to others who will play a role in their
professional development. In addition, everyone wants to feel like
they are contributing at work; a good on-boarding process can help
new employees feel comfortable and ready to work much sooner than
if there's no formal or
Are You Making These Common—and Costly—Mistakes?
- Are you trying to cram 20 hours of information into a few mind-numbing
- Are you running a slipshod--fly by the seat of your pants--process,
believing that doing so has no negative impact?
- Do you use the "sink or swim" approach to on-boarding?
- Do you use the "no news is good news" and "out
of sight, out of mind" approach to following up?
The Cost of Such Mistakes
- Increased turnover.
- Diminished productivity.
- Reduced engagement.
- Reduced respect for management and the organization as a whole.
- Reduced pride in the organization, department, unit and job.
What is On-Boarding?
- It's getting your newly hired talent up to speed with the
policies, processes, culture, expectations, and day-to-day responsibilities
of your department/unit.
- It's making them feel welcome and excited, confirming why
they joined your department/unit and the University of Washington.
Why is On-Boarding Important?
- It builds UW's and your department/unit's REPUTATION
for being a thoughtful employer, with great training, clear leadership,
and a strong organization.
- It helps to RETAIN your staff members.
- It REDUCES high turnover costs.
- It gets new staff members to efficient PRODUCTIVITY levels quickly.
- It builds a COHESIVE TEAM, therefore raising EVERYONE'S productivity.
The On-Boarding Toolkit provides you with useful tools and tips to help ensure your new employee's success.
Considerations for Designing an On-Boarding Process that Meets
- The scope and scale of the formal process should begin with the
acceptance of the job through the first year of hire (first formal
- Outline the on-boarding process from the perspective of new hires.
- Provide several opportunities for informal and formal check-ins
and feedback. After feedback has been provided, a game plan must
be developed to appropriately address the issues raised.
- New hires should identify and integrate with their peer groups.
- The on-boarding process should be considered a partnership between
you, a new hire, an HR professional and an experienced colleague
- Provide multiple and varied opportunities for new hires to meet
key staff from other departments/units.