OnBoarding Phases

4 Phases of OnBoarding

Phase 1: OnBoarding (0-6 months)

OnBoarding is the foundation of a new employee experience. The following are all part of the onboarding process:

Human Resources processing
Orientation
Introducing the Team and the Work Culture
New Employee Training and Shadowing
Defining the Roles and Responsibilities of the New Hire
Introducing the Clients (Caseload) or Management Team
Diversity Training

In this phase, the goal is clarifying expectations and making the new employee feel welcome and comfortable.

Phase 2: Early Development (6-18+ months)

Early development is where the new hire will start to master their role by developing specific skill sets, building relationships with the team and their clients, starts to understand the work culture, policies and processes. The new hire should now have a sense of ownership, understands their role within the team and has developed a system to complete their task.

In this phase, organizations should be providing training and ongoing support to the employee. Training the new employee(s) is an investment in the next generation of leaders and knowledge experts. It's a way to provide the skills and training that will set them up for future success.

Phase 3: Ongoing Development (18-24+ months)

At around the 18 month mark, the new hire is now part of the team and has started to look for opportunities to advance their career since they have gained a new skill set.

As an employer, would you rather retain an ambitious employee who knows the "in and out" of the agency or hire an external applicant who needs more support?

A lack of advancement opportunity can result in employees leaving the organization in search for the next challenge.

Recommendation: create opportunities to use the employee's skill set and build your programs.

Phase 4: Retention, Promotion or Exit

Despite your organization's ability to provide great employee experience, there will always be individuals who decide to move on (if they are not promoted or for other reasons).

Questions to Ask:

What changes need to be made to retain your top talent?

How is your organization gathering information from the staff to understand their needs?

OnBoarding Phases

4 Phases of OnBoarding

Phase 1: OnBoarding (0-6 months)

OnBoarding is the foundation of a new employee experience. The following are all part of the onboarding process:

Human Resources processing

Orientation

Introducing the Team and the Work Culture

New Employee Training and Shadowing

Defining the Roles and Responsibilities of the New Hire

Introducing the Clients (Caseload) or Management Team

Diversity Training

​

In this phase, the goal is clarifying expectations and making the new employee feel welcome and comfortable.

​

Phase 2: Early Development (6-18+ months)

​

In this phase, organizations should be providing training and ongoing support to the employee. Training the new employee(s) is an investment in the next generation of leaders and knowledge experts. It's a way to provide the skills and training that will set them up for future success.

​

Phase 3: Ongoing Development (18-24+ months)

At around the 18 month mark, the new hire is now part of the team and has started to look for opportunities to advance their career since they have gained a new skill set.

​

As an employer, would you rather retain an ambitious employee who knows the "in and out" of the agency or hire an external applicant who needs more support?

​

A lack of advancement opportunity can result in employees leaving the organization in search for the next challenge.

​

Recommendation: create opportunities to use the employee's skill set and build your programs.

​

Phase 4: Retention, Promotion or Exit

Despite your organization's ability to provide great employee experience, there will always be individuals who decide to move on (if they are not promoted or for other reasons).

​

Questions to Ask:

What changes need to be made to retain your top talent?

​

How is your organization gathering information from the staff to understand their needs?

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