Getting the most out of our new hire process

Getting the most out of your new hire process

2© 2013 Sirota Consulting LLC

4 Important Numbers

27% Decline in employee satisfaction in Singapore in the last year

2009 2010 2011 2012 2013505560657075808590

16% Difference in stock performance of a highly engaged company vs. their matched comparisons

2.7% Average monthly recruitment rate in Singapore. By the end of the year, 1 in 3 are new.

33% Percentage of companies who gather feedback from new hires


Sirota’s Background

Founded in 1972

We survey 1-1.5 million employees every year in companies like these:

We help companies find people solutions to business challenges

Today I want to talk about…

Engagement & performance

Engagement in new hires

An engaging on-boarding experience

Assessment Analysis Action


Is Employee Engagement Linked to Performance?

EE P?Efficiency

Innovation

Customer Service

Sales Performance

Turnover

Team Performance

Stock PricesThere’s a growing body of evidence that suggest Engagement is linked to multiple outcomes

But what about specifically in Singapore?

Performance


Senior Leadership Performance Ratings

N

35 leaders in Singapore

Lower Performers

Average Performers

Average Performers

Lower Performers

Who? One of Singapore’s largest employers with more than 100 years of history.

Singapore Case Study: Engagement to Performance

Top Performers

• Clear communication• Involve employees• Processes for cross-team

collaboration• A sense of shared future• Highly Engaged Employees

Top Performers

• Climate of fairness & respect

• Use external ideas• Tools & focus on

performance

Getting the basics right

A Culture of Engagement

Performance

Singapore Case Study


Engagement Trends in Singapore

2009 2010 2011 2012 201350

60

70

80

9077 79 81

86 84

Motivated

2009 2010 2011 2012 201350

60

70

80

90

7075 78

8681

Proud

2009 2010 2011 2012 201350

60

70

80

90

6069 72

80

63

Overall Satisfaction

2009 2010 2011 2012 201350

60

70

80

90

6572 71 73

64

Recommend the Company

Performance

After years of improvement, Engagement dipped last yearSingapore data


So, what about New Hires?

5+ Years

3-5 years

1 - 3 years

Less than a Year

82

79

80

86

Motivated to go above and beyond (%)

New hires

Approximately 9 out of 10 employees are engaged during their first year

Global Data


How does Engagement change in the first year?

8

30 Day 90 Day 180 Day 365 Day60

70

80

90

10091

86

76 75

Engagement

30 Day 90 Day 180 Day 365 Day60

70

80

90

10089

78 80 79

Willingness to Advocate

30 Day 90 Day 180 Day 365 Day606570758085 81

7771 70

Satisfaction with My Job

30 Day 90 Day 180 Day 365 Day60657075808590 87

84

74 74

Culture/Environment

New hires

Case Study

Case Study of over 1,000 new hires


What do new hires want ?

Having a buddy assigned on my first day or some introductions to other new

people in my business unit could have helped me to feel welcome and integrate

into the group more easily.

Better documentation, e.g. processes, business flow charts

A lexicon of jargon and abbreviations that are

unique to our company

Training training training

Have a laptop, phone ready when hired and have access to systems

Having a regular one-on-one meeting with

my director

Attending orientation closer to when I was first hired

Case Study


A Developmental View of New Hire Critical Needs

Time

Development

Connected Relatedness Needs: Is the new hire fitting in? Making connections? Starting to demonstrate mastery?

3 MonthNew Hire

30 Day New Hire

Competence Needs: Is new hire clear about role? Have they received appropriate training? Do they feel supported and able to do their job?

Supported

10 Day New Hire

Existence Needs: Have basic new hire work needs (information, resources, orientation) been provided?

Welcomed

Growth Needs: Does the new hire feel confident? Optimistic about the future? Integrated?

Growing

6 Month New Hire

New hires


Feedback Allows for Tracking Progress Against Milestones

Day 10

Day 30

Day 180

Day 90

Onboarding

Resources Contacts Information Expectations Welcomed

Role Clarity Training Goals Guidance Supported

Mentors Networks Relationships Know-How Connected

Strategy ConfidenceCoaching Career Growing


Involve Different Stakeholders at Different Stages

HR

Employees

Manager

Perf

orm

ance

Day 10

Welcomed

Day 30

Supported

Day 90

Connected

Day 180

Growing

Onboarding


21st Century Research Framework of the Business Environment

Business Performance• Profit• Productivity• Stock Performance• Efficiency• Service• Turnover

Motivation• Fit• Engagement• Commitment• Performance

HR

Prog

ram

s&

Offe

rings

Clim

ate

Fact

ors • My Manager

• My Career• My Job• My Team

Indi

vidu

al

Diff

eren

ce

• Demographics & KSA

• Mindset• Career Stage• Aspirations

Organizational Culture

• Recruiting & Onboarding

• Training• EVP• Career Pathing


So what am I saying?

• Engagement is a key “people management” outcome linked to performance.

EE P

30 Day 90 Day 180 Day 365 Day60

70

80

90

100 9186

76 75

• Most companies struggle to maintain Engagement levels in the first year

(Yes, even in Singapore)

Connected

Supported

Welcomed

Growing

• Taking a developmental approach to the on-boarding process can help maintain engagement & improve performance

2.7%

• Companies in Singapore recruit lots of new people

Recruitment Rate per month


Stay in touch

Connect: http://sg.linkedin.com/in/lewisgarrad/ With me

With Sirota https://www.facebook.com/Sirota

https://www.linkedin.com/company/sirota

http://sg.linkedin.com/in/lewisgarrad/

https://www.facebook.com/SirotaSurveyIntelligence

https://www.linkedin.com/company/sirota

Getting the most out of our new hire process

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