Alpacas are also vehicles for employee retention. Onboarding: A Vehicle for Employee R etention
ALPACAS Awesome Library Professionals Always Carry a Sweater Mark Bohnstedt - H ouston County Public Library System Effuah Chisholm - DeK alb County Public Library Lauren Duke - Chattahoochee Valley Libraries Erin Prentiss - Augusta-Richmond County Public Library System Chris Sharp - Georgia Public Library Service
Quote from anonymous “My Director was my manager. She was not helpful and basically expected me to learn on my own. I suppose because of my background and education, she assumed I would be able to. I have wonderful coworkers and a can-do attitude however, and that got me through.”
Employee Engagement ● What percentage of your of the people in your organizations would say that work matters, work doesn’t matter, or it depends?
65% Work doesn’t matter or It depends
What is onboarding? “Onboarding helps new employees adjust to their jobs by establishing better relationships to increase satisfaction, clarifying expectations and objectives to improve performance, and providing support to help reduce unwanted turnover” (Bauer, 2010).
Compliance Compliance Level Level 1 Clarification Clarification Level Level 2 Culture Level Culture Level 3 Connection Connection Level Level 4 4 Levels of Onboarding - “Four C’s” (Bauer, 2010)
COMPLIANCE LEVEL CLARIFICATION LEVEL ○ Rules and Regulations ○ Role Identification ○ Organizational Policy ○ Expectations CULTURE LEVEL CONNECTION LEVEL ○ Organizational Culture ○ Relationships ○ Social Norms ○ Employee Engagement
L’Oreal Cosmetics
IBM Affirming Affirming Beginning Beginning Connection Connection
Conceptual Frameworks ● “Onboarding” vs. “Organizational Socialization” ● The “Four C’s” (Bauer) ● Three Levels of Organizational Onboarding (Bauer) ● Formal vs. Informal ● Four levers organizations can use for onboarding (Bauer) ○ self-efficacy ○ role clarity ○ social integration ○ organizational fit
Inform - Welcome - Guide Klein, Polin & Sutton (2015) employed the concept of Inform-Welcome-Guide as a framework of how to teach what people need to know to be integrated into their new job. Socialization content (What new employees need to know to get onboard)
● Language ● H istory ● Task Proficiency ● Working relationships ● Social relationships Socialization content ● Structure (What new employees ● Politics need to know ● Goals and strategy to get onboard) ● Culture and values ● Rules and policies ● Navigation Klein & Heuser, 2008, p.301 ● Inducements
Specific Onboarding Methods Specific onboarding methods are Inform, Welcome, and Guiding practices that can teach new hires what they need to know to be onboard. K lein et al. picked 30 from their literature review. WELCOME: “I participated in exercises to get to know my fellow associates” has a clear link to social and working relationships. INFORM: “I met with a representative from H R” links to rules and policies and inducements
Survey Methodology ● Adapting a survey created for organizations of varying size, complexity and industry to be used in libraries ● Changing language/jargon from generic or business-specific terms to library-specific terms ● Omitting questions that were less relevant to public libraries as we have experienced them ● Adding demographic and library information for analysis purposes ● All while preserving the original intent of the survey ● We hypothesized that Georgia libraries would show significant room for improvement across these onboarding activities.
Survey ● Survey was live between July 25th and August 13th ● Focused only on Georgia libraries ● Survey received 114 responses ● Sampled all levels of library workers
Results
Results
General Recommendations ● Get started - any onboarding is better than none ● Evaluate your onboarding program ○ Use IWG/4 C’s to see where your program succeeds and where it can improve ● Create specific goals for your onboarding ○ What do your staff need to learn? ● Begin before hiring ○ Specific job descriptions and realistic job previews
General Recommendations ● Onboarding should be longer than a one day orientation. ● Make sure to welcome new staff ○ initial introductions ○ provide social opportunities ○ give them your time ● Include mentoring/buddy system ● More is more ○ the more onboarding practices you provide, the better socialized/onboarded your staff should be
Thank you! Questions?
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