On-boarding is mission critical

Organizations spend enormous amounts of time and resources to hire a new employee.  According to Bersin by Deliotte, 22% of new hires quit their jobs in the first 45 days of employment. Their research goes on to say a poor on-boarding process is the reason for new hires quit this quickly.  The report suggests that top notch organizations focus on “enculturation and socialisation” in their on-boarding process.

DOTS Talent Solutions has the course modules to help your organization drive new hire enculturation, socialization and engagement.

Our Vado On-boarding course bundle contains 18 manager courses called Onboarding New Employees and 7 courses called Starting a New Job. Combined, these course bundles are designed to on-board, socialize and build the relationshipbetween the new hire, manager and team.  Your organisation will achieve measurable  benefit from the On-boarding courses with increased new hire engagement, shorter time to contribution and increased new hire retention.

The On-boarding course bundle covers these topic areas:

  1. Aligning Goals and Expectations
  2. Developing Skills and Capabilities
  3. Building a Network
  4. Getting to Know Others
  5. Understanding the Role
  6. Getting Feedback

If you are interested in learning more, check this out.  Do you want to ‘test drive’ some Vado modules?  Click here and we will send you a login.

Special Event – Development Drives Retention

According to CareerBuilder.com, 21% of employees plan on finding a new job in 2014.  Are you ready to lose 1 out of 5 of your employees?  I don’t think so because you know that turnover is costly.  There are the obvious costs – hiring, interviewing, and training costs.  And there are the less obvious cost of turnover such as running your business under staffed, or losing top talent and even worse losing talent to your competition.  So, it makes sense that every company needs to take action to do what they can to minimize turnover. And one way to do this is through development.

Studies show that employees who are offered career development and general development opportunities are more likely to stay with their organizations and stay for a longer period of time. In fact, according to a study conducted by Kenexa 30% of people leave due to lack of professional development.

But that is only half of the equation.  What about your managers?  The old saying is “employees join organizations and quit their boss”.  This puts the focus on your management development process. In fact, a recent Forbes study showed that the one of the top three drivers of turnover was boss performance.  Have you trained your managers and developed their capabilities to treat employees as the valuable resource they are?

On August 12 [11am AEST], we will be delivering a webinar where we will talk about why retention is important, how employee development and management development can lower turnover.  Additionally, we will be showing some solutions you can use to drive retention through development.  This will be a highly interactive session. So, please come prepared to share your employee and management development stories that led to higher retention rates.  The session is going to be so interactive, instead of calling this a webinar, maybe we should call it a “Discuss-inar”!

Hope to see you on August 12!  Space is limited so please register by email to :  RSVP Email   You will receive a confirmation email.

Communicate Your Way to a Successful LMS Roll-Out

We are very fortunate to welcome some great new clients to our community.  As we commence these implementation projects we have been engaged in conversations about how best our new clients can develop a communications strategy to ensure a successful ‘go-live.’  I have captured a few of the tips in the following bullet points.  You will notice the process is virtually identical to a branding initiative.

  • Develop strong awareness and a reputation before the LMS reaches the ‘go-live’ stage.
  • Build loyalty in your organisation by establishing a great name for the LMS environment and focusing on the benefits that will flow to all persons in the organisation willing to use the LMS.
  • Get to know your audience[s] for the LMS.  You may be rolling out to only a pilot group or your entire enterprise.  In either case you should research your audience demographic profile to help you understand their expectations and preferences.  When you understand your audience you are better able to cater for diversity.
  • Adapt and configure the LMS to suit your audiences.  You might be able to segment the user population to cater for the diversity of users.  Learning and other content can be designed to meet the needs of different audiences and avoid the bland one-size-fits all style that plagues many learning environments.
  • If you don’t know then ask your people.  Get out and meet with different types of people in different parts of your organisation.  You can set up webinars or short face to face meetings to gain a better understanding of your audiences.  You will also be doing a great job at establishing awareness and loyalty to the LMS project.
  • Keep the messaging consistent in all of your communications.  If the system will have only limited accessibility or content then make sure you communicate this.  One of the biggest mistakes you can make is sending mixed messages.  For example, some people will become very enthusiastic about online learning and other capabilities of the LMS.  If the system is only going to be used to store competency profiles, there will be discontent.
  • Make sure the user experience is consistent with the expectations of the audience.  If there is going to be a staged roll-out of certain features make sure you communicate this up front.  First impressions count.  Consider using different learning environments for different audiences.
  • Use the power of association to foster greater interest in the LMS.  For example you may include content from the organisation’s leadership team. Engage thought leaders both inside and outside your organisation to contribute content.
  • Use familiar domain names for your LMS.  Using familiar domain names ensures the LMS is seen as part of your IT systems architecture and not simply a bit of software ‘we have for the fun of it.’
  • Promote using your organisation’s social and collaboration tools and events.  In these days of enterprise social platforms and knowledge portals, signs and posters around the workplace are still effective.  Keeping a blog about the LMS roll-out is another great way to engage your audience.  Use whatever you have and keep it updated and fresh to instil the importance of this project in all your people.

Developing New Leaders

DOTS Talent Solutions has added an extraordinary new toolkit of modules to our existing library of over 200+ business titles.  Our new toolkit consists of 20 modules designed to help new leaders and managers succeed in positions of authority. Our new range of modules is based on the best-selling book From Bud to Boss:  Secrets to a Successful Transition to Remarkable Leadership.  This is the latest book by Kevin Eikenberry.

The 20 modules in our toolkit covers topics such as:

  • Making the transition from peer to leader
  • Communication
  • Coaching employees
  • Managing change
  • Collaboration and teamwork
  • Commitment to goals and success

Not only is this toolkit essential for emerging new leaders and managers, it is also a useful refresher course for those already in positions of authority.  According to Kevin Eikenberry, 40% of new managers fail within 18 months of their promotion.  This is often due to not receiving training in how to work effectively with people, managing workloads, mediating conflict, managing projects and much more.  Often new managers are required to take on a roll of authority over people who were previously peers.

Every module in the ‘Bud to Boss’ toolkit includes:

  • A short video
  • Complete instructions on applying the learning ‘on the job’
  • A ‘job aid’ to help keep you on track

If you are a new or emerging manager this toolkit may be the difference between struggling with a new role of authority or building a foundation for a successful career.  If you are responsible for learning and development, succession planning, or a manager wishing to promote talent, our new toolkit will help you avoid the culture killing experience of a failed new manager.  Get in touch with us and we can learn more about what you need and assist with a demo of our new toolkit.

DOTS LMS v11: Prepare for Roll-Out

All of our clients are receiving invitations to our first round of v11 webinars to help showcase our latest version of DOTS LMS.  There is a lot to show and we will follow up this first round of webinars with focused sessions for each of our existing clients and the new clients coming on board in the next few months.    Our growth this year will be topped off with our v11 release and helping our clients leverage new features and tools to further improve organisational performance with learning, compliance, performance support and management.   It has been a big year so far for DOTS Talent Solutions with expansion into new industry sectors not previously represented in our client community.  We hope to foster even more collaboration among our clients during our v11 roll-out.

If you are one of our clients and have not received one of our invitations, please get in touch with us. 

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