Last Wednesday, I presented my first webinar with Bersin & Associates…Onboarding a Generational Melting Pot. The topic hits close to home, not only because I am currently going through my own onboarding process (less than two months in the job), but also because everyone can relate to being a new employee and everyone can relate to working in a multigenerational workforce. This might explain why this topic is so popular.
When thinking about how workforce demographics impact onboarding, companies need to remember two fundamentals. First, the baby boomers are not retiring. This generation does not have the wealth or desire to leave the workforce. Secondly, one size does not fit all. Companies fail when they implement the same onboarding strategy for every new hire. Onboarding programs will engage employees and improve time to productivity when they address the different expectations and different attitudes associated with Baby Boomers, Generation X and Generation Y. Companies such as Athlete’s Performance and Deloitte are doing just that…and achieving results.
Many best practice companies are turning to technology solutions, including SilkRoad technology, Enwisen, and Knowledge Management Systems, to help them tackle their various generational needs. Below are a few best practices for onboarding each generation:
Baby Boomers
• Baby Boomers want their employers to focus on the process (outline, timeline, ownership) of onboarding rather than socialization in the company culture. As a result, forms management (the completion of payroll, benefits, employment forms) is critical for this generation and should begin before day one.
• Companies should create a clearly defined onboarding roadmap to support the process.
• Since baby boomers are competitive and strive for achievement, companies need to look at frequent feedback mechanisms to address both positive and negative achievements.
Generation X
• Although independent, Generation X is looking for constant input and feedback from their employers. As a result, mentor programs are a must for onboarding this generation.
• 30-60-90 day performance reviews are another way to provide this generation with feedback.
• It might sound basic but planned lunches on the first day of work provide Generation X the recognition they are looking for from their new company. In a survey I conducted last year with ERE Media, 53% or respondents included lunches.
Generation Y
• Social media is a must for this generation. Companies such as Northrop Grumman, Ernst & Young, and Verizon Wireless are using these sites to onboard new hires. Sue Edwards, a well-known onboarding coach, introduced me to a YouTube video of IBM using Second Life to onboard new hires (http://www.youtube.com/watch?v=s21YDrBm9F4).
• “New Hire Clubs” can help this generation engage in their company and their community.
• A “Buddy System” offers Generation Y a team environment. You can learn about how Starbucks uses buddy systems in Bersin & Associates’ Strategic Onboarding: Transforming New Hires into Dedicated Employees
We will continue to look at this topic throughout the year and would love to hear how your organization is handling this challenge.