WHY IS IT IMPORTANT?

Effective onboarding reduces turnover rates by ensuring that employees feel valued and equipped to excel in their roles from the outset. Moreover, it facilitates cultural integration, aligns individual efforts with organizational goals, and enhances the employer brand. A positive onboarding experience not only sets the stage for employee success but also reflects positively on the company’s reputation as an employer of choice. In essence, investing in comprehensive onboarding services is essential for maximizing employee performance, engagement, and retention, while also strengthening the organization’s culture and competitive position in the marketplace.

HOW DOES FPOV HELP?

Our 90-day onboarding system focuses on three progressive stages of acclimation as your new hire assumes leadership of their department: 

1 – Discovery 

Your new hire obviously has experience, but they still need time to acclimate to their new team and setting. Too often candidates are expected to deliver positive change on day one, and while that happens from time to time, the value of giving your new hire a moment to adjust should not be overlooked. This time is used for meeting people, understanding the organization’s strategic objectives and learning established processes and procedures. 

2 – Diagnosis 

Once your new technology leader has had a couple of weeks to acclimate, we like to see them move into a mindset of diagnosis. In this phase, they’re using the information they’ve gathered thus far and comparing that against objectives and challenges. This gives them a chance to do some strategic thinking before committing time and resources to long term projects. 

3 – Direction  

At this point, generally in the third month on the job, is when we feel your new technologist is in the best position to take on new initiatives and introduce change to the organization. Many new hires want to make a mark early in order to impress their new peers. Technology projects can be expensive and generally affect large percentages of the organization. Our goal is to build toward smart and well-designed strategies, and those generally take time to produce. 

We understand that there are times when the new technologist needs to hit the ground running, and that the day-to-day business can’t wait for three months. The point here is to set an intentional path of giving your new team member a chance to assess the situation from the inside and think through the best approach to propose.