Onboarding: A Virtual Path to Success!

Date: Jun 2, 2021
Time: 2:00 pm EST
Length: 60 minutes
Category: All Topics, Live Upcoming Webinars, Performance Management, Supervisor Training, Webinars
ID: 7460027376670031888


Remember your first day at the new job?  Who knew there were so many benefit options?  Do I put a 0 or a 1 in the tax forms?  The video from the CEO was interesting, and lunch was nice, right? Nearly 50% of hourly workers leave within four months, and the same is true for senior leaders brought in; they leave in eighteen months.

A robust onboarding process impacts all employees, especially those who enter new roles within their current team or another part of the organization.  Onboarding now involves blending content resources and using virtual tools to create connections with teammates, business partners, and includes learning scheduled in the workflow to meet the annual business lifecycle.  A key component is creating a structured networking experience with others in similar roles to support performance and growth and developing the connections the new hire needs to be successful in their position. This model focuses on providing clarification of new responsibilities and expectations to new team members to prevent experiences that leave employees frustrated, confused, feeling alone, and unsure of their ability to succeed in this new role.

A structured onboarding program is key to long term success and involves a strategic, long-term plan. In this session, William Ryan will share a process that combines tactical training targeted around the needs of a role using the 4 “C’s” +1 model that centers on constant communication, feedback, and performance measurement — all factors that impact employee retention and engagement. We’ll explore the employee lifecycle for mentoring and development and discuss how bringing people together builds the internal network and supports collaboration. Onboarding is more than a one-and-done session; it’s a process that prepares people to be successful for long-term performance.

Participants Will Learn

  • To identify a process lifecycle that aligns worker needs with organization business needs to focus on long term retention.
  • To identify the 4C’s + 1 and describe how they can engage and support an employee in a new role to be successful.
  • To describe the areas where technology can be used in the onboarding process to benefit the employee in being successful in their role as they work in remote locations.

Who Should Attend

  • Leaders and managers
  • HR and talent development professionals
  • Independent consultants


William J. Ryan, PhD is the Principal Consultant with Ryan Consulting, LLC using learning as a strategic business tool to develop and impact people to improve retention, engagement, and performance. Bill has a demonstrated record of corporate and industrial management experience leading performance support and instructional design teams globally including government (Dept. of Energy), high technology (IBM & Westinghouse), and health-related industries including home health care and insurance (Humana). Recent clients include Delta Faucet with a comprehensive talent staffing and development plan, Blue Circle Leadership developing a blended online program in leadership development, developing an implementation strategy for a Hiring for Competency model used by the National Retail Services, a state initiative focused on workforce development helping businesses retain and develop employees. He is actively working with a clinical start-up focused on improved neonatal techniques for clinicians across the country and on a blended leadership and coaching program for a multi-state manufacturing concern. Bill holds a M.S. from Ithaca College focused on Instructional Design, and a Ph.D. in Computing Technology in Education from Nova Southeastern University.

For more information, please visit his web site at www.williamjryan.com, via email at wjryan@ix.netcom.com or (502) 797-2479.  He is active socially via Twitter (@WmJRyan) or welcomes connections via LinkedIn.


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