Onboarding

Onboarding

High performance from Day 1.

Onboarding is so much more than an orientation for new hires. It should empower healthcare employees to achieve the highest level of performance in the shortest amount of time—and develop meaningful connections to your strategies and patient experience. We can help you consistently prepare your people to rapidly engage, make significant impact, and invest themselves in your hospital or health system for the long term.

How we transform your onboarding experience

Preboarding

The time between accepting the job offer and starting the first day.

This critical period of time is all about anticipation, both for new hires and your organization. A people-centered approach to preboarding starts with two questions:

  • How might we reduce anxiety and begin to assimilate a new employee before their first day?
  • How might we prepare the organization for this person to start on Day 1?

To ensure preboarding success for your hospital or health system, we look at the needs of your new hires—from nurses and frontline healthcare workers to managers and administrative staff. We then design experiences that engage managers to accelerate the integration of new hires to the team. And we help you find ways to overcome challenges with technology and develop fluency with your electronic health record systems, as well as explore partnerships that may need to be strengthened to ensure readiness on Day 1.

Orientation

The first day or week of the new role.

Most leaders know how important it is to nail employee orientation—all those first experiences new hires have with the company. Taking a people-centered approach to orientation means asking:

  • What activities might help a new hire learn about the organization, culture, and their role?
  • How might we ensure HR and compliance needs are met while also engaging people’s hearts and minds?

When planning orientation, we’ll help you explore all the facets of that first introduction to your organization and how to make the most of them. This includes how to maximize the new hire’s time with people, better support managers to create incredible first moments, and make compliance and legal needs more memorable and relevant. Our aim is to help new hires connect personally with your patients, mission, values, and culture—and get plugged into the relationships and resources they’ll need to live out your goals.

Role Competency

Developing the person to be competent and fully engage in the role.

Onboarding doesn’t stop after the first week. New team members are still developing their skills and integrating into their teams, whether clinical, facilities, or administration. This is where managers play a vital role. A people-centered approach to this phase raises some big questions:

  • What activities, people, and milestones are important to get the new employee proficient in their role?
  • How might managers hard wire processes for patient safety, productivity, and patient satisfaction, drive productivity and effective habits, and get new hires feeling valued and confident—all as fast as possible?
  • How will managers and teams create incredible experiences that develop their people when they’re already crunched for time and resources?

Role-based development to build competency is a big piece of the onboarding journey, and it looks different for every organization. Whatever type of performance support you use, it’s important to develop the right tools and activities for employees to access at the time of need during a specific performance task.

Systemization

The technologies, systems, processes, and structures to support the experience, empower users, and increase scalability and sustainability.

Putting the right systems into place can spell success during onboarding. Key questions we ask during this phase of onboarding include:

  • What measurements drive the right behaviors, activities, and priorities within our organization related to onboarding?
  • How can we make maintaining the onboarding experience more sustainable?
  • How might technology enhance the experience for the new person?
  • How might we increase fluency in the electronic health record system?

During this phase of onboarding, we help you create a scalable, consistent experience for new hires, while leveraging technology to engage managers throughout the process (giving them the resources and tools right when they need them). We also examine critical opportunities, such as feedback loops you need to stay aligned, to identify areas for improvement and reduce the logistical burden of onboarding new people.

It takes time for people to become competent and confident in their new role. When onboarding effectively guides employees through this journey, it drives meaningful results. Not only does onboarding keep employees engaged longer, it gets them contributing to a culture of safety sooner. We’re ready to help you create effective onboarding solutions for your healthcare organization that give your people the tools, motivation, knowledge, and passion to become engaged employees.