1. Managers Guide to on-boarding at Connect
November 2018
On-boarding Experience
People Team

2. Introduction
90% of employees decide whether to leave a company within their first 6 months!
This is why the on boarding of new colleagues is such a crucial process. Colleagues need to be bought into our vision as a company, understand and relate to our values and understand how their role contributes to the business’ success.
As a manager, you have control over the on boarding experience we offer to new colleagues. The more time you spend with your new starter signposting key information, making introductions and generally preparing for their arrival, the more engaged and enthused they are about the role they play and the business overall.
This guide is designed to support you in making the most of this critical period of engagement with our new colleagues.

3. Colleague on-boarding cycle
Pre-boarding
(Slide 4 – 6)
The experience from offer to arrival.
First 3 months (Slide 7 – 9)
The experience from day 1 to probationary review.
First year
(Slide 10)
The experience from probation to one year.

4. Colleague Experience:
Pre-boarding
Colleague Experience:
Pre-boarding
The experience from offer to arrival.
Application process
Interview process
Offer/ contract
Invite to visit
Meet the team/office visit
Pre-arrival manager call
Managers checklist:
Once an offer is accepted and you have a start date for the new colleague:
Where possible, offer an opportunity to meet the team/visit the office prior to their arrival
Raise a Service Now ticket to arrange any IT/Kit they will need
Build a tailored 3 week induction programme (avoiding back to back meetings)
Allocate an appropriate buddy - someone that can offer them day to day support on the smaller things and help them get up to speed
Contact the colleague the week before they’re due to join, and confirm the basics for parking, arrival time, dress code etc.
Draft an announcement for circulation on their arrival

5. SAMPLE Induction plan Week 1 Monday (enter location) Tuesday Wednesday
Thursday
Friday
Meeting with manager:
Introductions
Objectives for week
Overview of the role/team
Meet the team/office tour
Equipment set up/log in
Lunch arranged with buddy/team
ID badge/parking permit
Systems for your role
Workload overview
Online induction/H&S
Ensure booked onto Welcome session
Introduction to buddy – protected time
Session with IT (*where applicable)
Day out with a a convenient Tufnell’s depot
1 week check in – manager
Week 2
Monday
(enter location)
Tuesday
Wednesday
Thursday
Friday
Agree objectives for week
Meet with own head of ‘LL3’
Meetings with critical stakeholders
Buddy catch up – protected time
Night a convenient Smiths News depot
Shorter day
2 week check in - manager
Week 3
Monday
(enter location)
Tuesday
Wednesday
Thursday
Friday
Agree objectives for week
Buddy catch up – protected time
3 week check in - manager

6. Announcement Template
Key points to include:-
I am delighted to announce that ……….. will be joining the ………… team in (when) as (role).
Individuals experience and background with details of roles and credentials
How they will have impact in the role, key responsibilities, interfaces
I’m sure you’ll join me in welcoming ……… to the business.
Guidance for distribution
L2 Appointments – team and relevant stakeholders
L3 Appointments – CLT
L4 Appointments – whole organisation
This will form part of the managers pack.

7. Colleague Experience:
First 3 months – Day 1
Colleague Experience:
Welcome Meeting
Site tour/ badge/ meet the team
KIT
Introduction to buddy
Introductions Stakeholders
Managers checklist:
Circulate the announcement of the colleagues arrival
Conduct a welcome meeting providing them with a business overview, team introductions, key projects/changes and their role
Provide them with their welcome pack inserting their personal 3 week induction
Arrange for a site tour to include all teams, H&S/Fire, Toilets, Kitchen, Canteen
Arrange for them to get their ID badge/parking permit (facilities)
Arrange to do introductions with the team/key stakeholders
Arrange to introduce them to and meet with their buddy
Arrange for them to receive their IT/Kit with support around getting set up
Draw on your team to help induct the new starter - you don’t have to do everything!

8. Colleague Experience:
First 3 months – Week 1
Colleague Experience:
Getting to know the business
Regular meetings with buddy
Objectives
Access to systems
End of week check in with manager
Managers checklist:
Arrange weekly catch ups with the new colleague to check how they’re doing and how they’re feeling
Encourage them to talk through any ideas they have on improvements – encouraging better engagement and commitment
Set clear and measurable objectives that are achievable during their probation period
Share what good looks like in your team and how they demonstrate our values
Encourage them to spot any inefficiencies, to challenge current ways of working and have suggestions for making it better.
Continue to seek opportunities to integrate your new colleague

9. First 3 months – Week 2 to month 3
Colleague Experience:
Meetings with key stakeholders
Regular meetings with buddy
Objectives
Online compliance training
Weekly meetings with manager
Managers checklist - Week 2 to month 3:
Conduct weekly catch ups with the new colleague to check how they’re doing and how they’re feeling
Ensure you are available and accessible to them during their probation period
Provide any feedback in a timely and constructive way
Check in with their buddy regularly for feedback
Managers checklist - Probationary review:
Your PBP will remind you that your colleague is coming up to their review
Book a probation meeting in with your new starter – explain the format of the meeting and if you expect them to do any preparation in advance
Gather feedback for your new starter from colleagues and stakeholders
Provide them with the written outcome of the probationary review

10. Colleague Experience:
First year
Colleague Experience:
Building networks/ relationships
Objectives
Team meetings
Colleague check in
Bi monthly meetings with manager
Managers checklist
Set clear and measurable objectives for the remainder of the business year
Bi monthly PDR meetings to discuss progress/performance/objectives
Continue to provide feedback in a timely and constructive way