Apologies if this was already suggested. I confess I have not read every message in this thread. New employees get all kinds of information and even training and in my experience, they are eager to ex

#onboarding #knowledge-retention

Thanks for sharing that Andrew, I will read the article with great interest. A couple of things you said resonated with me. Working from home (and hybrid working, however that shapes up in the next fe

#onboarding #knowledge-retention

A lengthy topic, but thought to add to the debate a recent article this month in the Sloan management Review. Although its about social capital and hybrid work, there are a couple of issues that would

#onboarding #knowledge-retention

Wonderful!

#onboarding #knowledge-retention

Thanks Fred, Interestingly (but likely non-coincidentally!), using "getting up to speed" when searching for onboarding materials uncovers a plethora of well-written takes on the onboarding process: Pr

#onboarding #knowledge-retention

I like it!....murray

#onboarding #knowledge-retention

Years ago, long before “onboarding” was of interest, I developed for the old AT&T Yellow Pages organization, what was called a “Getting Up to Speed” manual. We called it “GUTS” for short managers used

#onboarding #knowledge-retention

I'd add a couple of things: 1. What the organizational values and how they impact work 2 How does the organization make decisions (do this a little later in the process) 3. What are the strategic goal

#onboarding #knowledge-retention

I’d also add that one salient key point you need from your induction is how/where to find out what you need to know once you find out what that is. Inductions typically go big on the corporate spiel o

#onboarding #knowledge-retention

Thanks for your thoughts Tami, Murray, and Patrick. So what I'm hearing is that a well-run onboarding process consists of: structural awareness of an organisation (org chart, supervisory arrangements,

#onboarding #knowledge-retention

It is also to help people get up to speed in their new roles, and again that’s as varied as the roles themselves. P Patrick Lambe Partner Straits Knowledge phone: +65 98528511 web: www.straitsknowledg

#onboarding #knowledge-retention

I'll think more on this Stephen but the first question that comes to mind is what in the purpose of onboarding and is it the same in all organizations? At the base level the purpose should be to intro

#onboarding #knowledge-retention

Hi Stephen, I agree with you about elevating the focus and trying to look at the onboarding process from a clinical approach, If I may add 1 more question: Where does the line cross between KM and Lea

#onboarding #knowledge-retention

Hi all, I have been reading these super-useful exchanges with great interest and feel compelled to ask the question: As a KM community, how do we move beyond anecdote and sharing of individual experie

#onboarding #knowledge-retention

Thank You all for your insights, very useful indeed! Best, Lydia

#onboarding #knowledge-retention

Hello, In my organization, World Trade Organization (WTO), aside from giving a “welcome pack, we also organize an “Induction Day” for all new hires where representatives from each of all our divisions

#onboarding #knowledge-retention

Great advice! Thanks! Ginetta

#onboarding #knowledge-retention

Hi Lydia, I developed a large Strategic Onboarding program for a large government department a few years ago and, while the context is quite different, here are a couple of ideas to consider for the O

#onboarding #knowledge-retention

Hi Lydia Some great suggestions here already. Some principles I have found useful: 1. Onboarding is a process not a document. 2. Integration and getting up to speed is as much about people connected t

#onboarding #knowledge-retention

Lydia - Set up like a scavenger hunt. Have a binder with people & functions the new hire needs to talk with to verify whatever collection of functions & people the new person will need to know. “Joe S

#onboarding #knowledge-retention