b'If you were to give advice on what a companyfused on expectations, stressed by a first day where should do during the onboarding process, whatthey were told to come find their manager and would you suggest? often felt that they were not prepared to get out Keep a solid cadence from the very start. Set ex- there and sell. Those who had strong onboarding pectations right up front for the new hire, but fromfelt embraced by their new team, knew what to ex-there, do weekly check-ins, quarterly check-ins, setpect, and were impatient to get out there and sell individual goals, provide resources to achieve thosebecause they felt ready.goals. -Jayna Anderson Pre-Boarding/Onboarding TakeawaysIn your most recent job start, your company ar-ranged for you to meet with a CSS Talent AnalystPre-boarding is the time between when your new to gain a better understanding of your innate tal- hireacceptsyourjobofferandtheirfirstdayof ents and how you can use them to maximize yourwork.To create a strong Pre-boarding program:performance. Was that helpful to you?Announce and welcome your new hireIt was extremely helpful! I liked that it made meConnect your new hire to onboarding materialsthink more about how to channel my strengths inCommunicate any paperwork that can be com-selling and even training. It made me more awarepleted in advanceduring calls and meetings. I felt more prepared. It gave me ideas, as well. The conversation led to out- Prepare your new hires work areacomes I could control through my top talents. This felt like my goals had more purpose and passion be- A strong Onboarding program includes:cause it related to who I was as a seller and how I can create my own approaches to succeed.First day orientation: a warm welcome, tour of -Jayna Anderson the work area and meeting with their manager and team.Onboardinginthefirstweeksandmonths:From the Talent Department: learn about each other, share onboarding plan and expectations, learn about the company and When we compare the responses of new hires whothe customerhad a strong onboarding process to those with little or no onboarding, the difference is startling. New hires who were thrown in with little training used the word frustrating most often. They were con-Tirzah ThornburgSenior Talent Analyst The Center for Sales Strategy78'