Welcome

Build effective onboarding programs The first 90 days in a new role, or with a new employer, present significant challenge and involve great risk Setting leaders up for success in these new roles is key!
Sue Edwards' Bio / Resume

Some hard lessons about hiring and promoting corporate leaders:

Fact #1. 40% of new leaders fail to meet expectations of management in their new role ¹.

Fact #2. Cost of turnover is extraordinary! (200 to 250% of annual compensation for senior positions is typical)

Fact #3. The "Soft Costs" of unsuccessful transitions create a huge negative impact that ripples throughout the organization:

Lack of credibility in selection process, decision-makers Negative impact on team morale and employee engagement

Disruption to productivity Lack of direction / inconsistent direction

Fact #4. Even exceptional new hires commonly struggle with:

Uncertainty in the new environment Lack of clarity of expectations

A sense of being overwhelmed Feelings of isolation

...reducing their ability to be effective in the critical first 90-days.

What can YOU do about it?

There is a need for a process to invest in the success of the new hire called ‘onboarding’. Onboarding is a comprehensive plan to guide new employees through the first several months in their new role.  We work with employers, recruiters and the new leaders to develop a comprehensive onboarding or transition strategy.

• Employers: Build on your reputation as an employer of choice, demonstrate commitment to your new hires and enhance their ramp-up time and effectiveness.
• Recruiters: Increase profitability, differentiate your firm with a premium service, and enhance client loyalty.
• Leaders-in-transition: Get the support you need to successfully Clear the 90-Day Hurdle and reduce your overwhelm.

---

¹ Right Management survey of 826 HR directors, 2003.