Onboarding is often a catch all to describe three phases - orientation, integration, AND assimilation. While all three are critical to the success of new hires, they shouldn’t be treated as one and the same.

The Who, What, When, Why and How of FromJump™

Managing and leading often get confused with one another or are used interchangeably. While they are not the same, they are not mutually exclusive either. In fact, they are complementary to each other.

When it comes to onboarding, this is what’s being written online (the equivalent of the high school bathroom stall) and snickered about around the water cooler:

Onboarding doesn’t have to suck. Yup, we said it.

Remember what it was like to start a new job? There may have been some jittery nerves, but there was also excitement!

The world of HR is constantly changing as tech and culture do. The world of onboarding is no different. It can be difficult to keep up with the latest trends while being strategic about what to introduce into your organization. If we don't keep up, we run the risk of becoming obsolete as a partner, running inefficient processes, and falling behind on key attraction/retention tools. The numbers speak for themselves:

HR Professionals juggle a lot of spinning plates.

And not just any plates - full plates.

There’s no golden ticket to becoming a successful leader, but there ARE six competencies that a new leader needs to have within their first 100 days on the job to set themselves up for long term success.

The answer: Getting a head start.

Below are 5 key questions that every fresh leader should be asking themselves and how your organization can nudge them to become a successful leader FromJump.

Onboarding comes with many mixed feelings. Whether you’re responsible for onboarding the new manager or are the new manager being onboarded. There’s excitement to start something new, there’s the checklist and pile of paperwork, there’s the fun meet and greets. But there’s also the feeling that something is missing.