Reference no: EM13669501

Perfect Phrases for Building Feedback into the Onboarding Program

1. Research shows that onboarding programs that include feedback produce employees who are more engaged.
2. By matching your metrics and measurements to the objectives of your onboarding process, you are more likely to achieve them.
3. Build the collection of data into onboarding actions like structured conversations and time-based surveys.
4. Ask questions that collect data about the progress of the individual as well as the success (or failure) of the onboarding process. For example, ask the employee if he or she would agree or disagree with the following statements: "1. My manager met with me the first week to explain my onboarding plan. 2. My office was set up and my computer and phone were working."
5. Collect quantitative and qualitative feedback data (for example, use a numeric scale as well as a comments section on a survey).
6. Key milestones to target for collecting new employee feedback are at the end of week 1, at the end of month 1, at the midpoint of your formal onboarding program, and at the completion of your onboarding program.
7. Include all the participants in the onboarding experience: the manager, peers, direct reports, HR partner, customers, and the new employee for a self-assessment.
8. Build in some of the same questions into conversations and surveys that are used by the manager and the HR partner with the new employee. Collecting the same data from different participants yields rich results.
9. Report results by individual, by hiring manager, by department, by function, by business unit, and by organization to track trends.
10. Use the feedback data to make adjustments to your overall onboarding program.
11. The feedback data can also be used to measure ROI for your onboarding process investment.