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Quick Look Course Summary:Millennial Onboarding Course
  • Next Public Course Date:

  • Length: 1 day(s)

  • Price (at your venue): 1 Person R 3,982.50 EX VAT 3 Person R 2,729.81 EX VAT 10 Person R 1,885.40 EX VAT

  • Certification Type: Non-Accredited

  • Locations & Venues: Off-site or in-house. We train in all major city centres throughout South Africa.

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    Millennial Onboarding Course: Introduction

    Welcoming the new employee has changed – we take you through millenial onboarding step-by-step.

    Millennial Onboarding Course :Course Outline

    This course follows on from Onboarding Employees. In this workshop we focus on the millennial employee or generation Y. Millennials or generation Y are individuals born between 1980 and 1995 To the more mature managers and employers reading this, yes, we get that it sounds like a child on their first day of school. If this was the sixties, no, there would be no onboarding – however, times have changed and instead of human resources getting three applicants for one available job, human resources now actively recruit individuals with the education, skills and experience needed for the job. Now there are two thousand people sending in resumes for one available job. Frankly, you can’t afford not to onboard the person who gets the job, that person will be the best suitable out of a pool of two thousand. It’s in the company’s best interests to welcome the employee and retain the employee. The last thing you want is the best person for the job walking over to the competition after you have trained them. With millennials there is a need to tweak or specialise the onboarding process to better suit the needs of the company and the employee. It will increase productivity and produce a happier and more skilled workforce.TIP: The welcome package for the millennial should not be limited to and include the following: Greeting and welcoming. Setting up lunch with team or manager. Have ID badge and passwords ready. Introduce employee to team members and direct supervisors. Go over job description. Go over organisational chart. Give the employee a tour of the company, including restrooms, break rooms, kitchen facilities and common areas. Show employee their mailbox, as well as copiers, fax machines and other equipment. Go over IT and telephone policies and procedures. One way to use a millennial’s thinking and doing patterns to your advantage is investiture socialisation. Simply put: it is letting them be themselves by multi-tasking, by using technology and personal one on one interactions. Millenials are also very conscious of being authentic to their employer and to themselves, this changes their perspective of their employment. They don’t have a job, they have a career, they don’t spend 90% of their time at work climbing the corporate ranks because they expect their employer to recognise their value and reward them accordingly. And they don’t do overtime well. The millennial comes to work prepared, is highly productive while at work, but balance their work and home life well and use technology to shorten or simplify their job and to seek interactions with their peers. 1. Introduction
    Workshop Objectives

    2. Purpose of onboarding
    Start up cost
    Employee anxiety
    Employee Turnover
    Realistic Expectations
    Case study

    3. Introduction to onboarding
    What it is
    Importance
    Making employees feel welcome
    First day checklist
    Case study

    4. Millenials and onboarding
    Who millennials are
    How they differ from others
    Investiture socialisation
    Informal rather than formal onboarding
    Case study

    5. Onboarding checklist
    Pre-arrival
    Arrival
    First day
    First week
    First month
    Case study

    6. Engaging the millennial employee
    Create an informal program
    Engage employees one on one
    Role of human resources
    Role of managers
    Case study

    7. Following up with employee
    Initial check-in one on one
    Regular, informal follow ups
    Millenials and work life
    Mentoring and the millennial
    Case study

    8. Setting expectations
    Define requirements
    Identify opportunities for improvement and growth
    Set verbal expectations
    Put it in writing
    Case study

    9. Mentoring the millennial
    Be involved
    Serial mentoring
    Be a mentor not an authority figure
    Focus the drive on work
    Case study

    10. Assigning work
    Clear structure and guidelines
    Provide specific benchmarks
    Set boundaries
    Guide, don’t dictate
    Case study

    11. Providing feedback
    Millenials thrive on feedback
    Quality feedback
    Informal feedback
    Formal feedback
    Case study

    12. Topics not discussed
    Post workshop overview

    Millennial Onboarding Course: Course Duration

    1 day/s

    Who should attend: Millennial Onboarding Course

    This is a managerial course in Human Relations.

    **Quote does not include Any Exam Fees (if applicable)

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