The first 90 days with a new employer are critical to your success.

Research suggests that 70% of unsuccessful job assignments can be traced back to negative circumstances that could have been averted through a thorough and properly orchestrated onboarding and assimilation process. Expect surprises, no matter what you initially thought your new job would be like or how you felt you should navigate your onboarding. Expect the unexpected.

Cornerstone works to help you onboard/assimilate/integrate better, faster, and with less stress and uncertainty. We provide a proven coaching model and onboarding plan that validates and rewards all the hard work it took to secure the new position with a process that helps ensure that you thrive in your new position.

Leaders often fail for some common reasons: due to unclear or excessive expectations, a failure to build partnerships with key stakeholders, a failure to learn the company, industry, or the job itself well enough or fast enough, a failure to determine the process for gaining mutual commitments from stakeholders, and a failure to recognize and manage the impact of change.

As many as 40 percent of new leaders fail in their new roles to meet an organization's expectations; therefore, investing in onboarding coaching acts like insurance to help an employee “stick the landing“ of a new job.

An onboarding coach helps the professional adapt to the employer's culture more quickly, create rapport with his or her immediate team, and find productive ways to achieve necessary goals.

The Wall Street Journal reported that assimilation coaches are increasingly helping newly hired professionals and executives better manage the transition from the first day.

Data that Supports On-boarding Coaching:

• 4% of new hires leave a job after a disastrous first day (Deloitte industry study)
• 22% of turnover occurs within the first 45 days (Deloitte industry study)
• 12% of employees think their company did a good job of onboarding. (Gallop survey)
• 40% of newly promoted managers and executives fail within 18 months of starting new jobs, according to research by (Manchester, Inc. survey)
• 31% of new employees in new roles left a job within the first six months, with 68% departing within three months. The first three months at an organization are the most precarious. (BambooHR survey)*
• Employees were 29 times more likely to feel satisfied with their jobs if they had a positive onboarding experience. *
• Employees were 18 times more likely to feel committed to their organization if they had a positive onboarding experience. *
• 91% of employees who received effective onboarding felt more connected to their work, whereas 29% did of those who had ineffective onboarding. *
• 89% of employees who received effective onboarding felt strongly integrated into their work, whereas 59% did of those who had ineffective onboarding. *
• 88% of employees who received effective onboarding rate their organization as “strong,” whereas 11% did so who had ineffective onboarding. *
• New employees with a negative or difficult on-boarding experience are much more likely to second-guess their decision to join an organization. *

• • 28% decided the work was something they didn’t want to do anymore.
  • 26% felt their jobs were different from what they expected from the interview.
  • 23% felt their boss was a jerk.

• A strong onboarding process can improve new hire retention by 82% and productivity by over 70 percent. (Glassdoor survey)
• 77% of employees who had effective/formal onboarding hit performance goals (Finance Online survey)

Cornerstones Performance Group On-boarding and Assimilation Coaching Process:

The Coaching process starts with a detailed situation assessment and SWOT analysis of your role, environment, culture, and key relationships. This stage will then be followed by administering the Harrison Executive Assessment Profile.  Once feedback on the 38-page Harrison report is completed, role-related situation coaching will commence, and a development plan will be provided and facilitated covering the following:

1. Making the Mental Break from the Old Job to the New Opportunity
2. Creating Development Plan to Learn and Excel within the New Role
3. Understanding the Business and Related Objectives
4. Assessing and Maximizing Your Level of Commitment to the New Role
5. Identifying What You Are Well Equipped For and What Your Barriers to Success Are
6. Negotiating Success Within Your New Role
7. Laying the Groundwork for Effective 360-Degree Relationships
8. Match an Integration and Performance Strategy to the New Position
9. Secure Early Wins for Maximizing Morale and Job Satisfaction
10. Achieve Organizational and Team Alignment
11. Tracking Your Progress
12. Making Mid-course Corrections
13. Ultimately Owning Your Role and Securing a Place in the Company
14. Positioning Yourself to Become a Strategically Imperative Employee
15. Staying Vigilant and Proactive Overtime in Maintaining Internal Career Mobility Options

The Onboarding coaching program is most effectively delivered as a 90-day engagement; however, 30 or 60-day programs are also options.

On-boarding and Assimilation Blog Post