Unfortunately, staff turnover in the healthcare industry has now become a characteristic of the sector. Research reports that half of the nurses leave their current positions after two years. Care centers report significant turnover that equates to a $7 million a year problem. Adding to that is a two-headed dragon: the workforce that is retiring 10,000 people per day, yet the average adult lifespan is increasing. That’s why Cornerstone OnDemand is proud to present a four-part series that addresses weaknesses in employee development to shine a light on a persistent, yet fixable problem. The first of the series will address onboarding issues. We know that hospitals on board their employees in just one day. The rationale for this timeframe is that healthcare in America is a ubiquitous industry; however, many onboarding programs in hospitals disregard the fact that each institution holds different values, beliefs, and shared norms, many of which can’t be fully addressed in one day. Join Tom Tonkin, Principal Consultant, Thought-Leadership and Advisory Services at Cornerstone OnDemand, for the first webinar in our series on staff burnout in healthcare and how to treat it across the entire employee life cycle! Topics covered in this webinar include: -The importance of strong onboarding on day 1 -How to set clear goals and expectations from the beginning -The importance of opening up job-roll-specific training early in the onboarding process

1. Dr. Tom Tonkin
Onboarding in Healthcare
that Sticks: It's More Than
Just the Paperwork

2. Dr. Tom Tonkin
Principal, Change Management and
Transformation Thought Leadership
& Advisory Services
Dr. Tonkin is an executive in Professional Services and
Software Sales arena and has over 25 years of business and
technology experience. Prior to joining CSOD, Dr. Tonkin was
the CEO and Co-Founder of the Sales Conservatory where he
specialized in helping sales leaders that have revenue
generation responsibility between $5M and $1B and are looking
for a trusted advisor to guide them to materially increase
revenue . He spent 19 years of his career at Oracle Corporation
as the Senior Director of the Sales Performance Group in
Oracle’s Global Sales Academy. Dr. Tonkin is also a speaker at
leadership and business conferences where he also presents
throughout the year.

3. Thank You to All of Our
Attendees!

4. First the importance of
Onboarding…

6. But, I think we forgot what
onboarding is

7. So, sit back for a story

8. Moving from
Professional Socialization to Professional Skills
Company
Story
Sales
Skills
Generating
Revenue
Current 6 Months Later

9. Moving from
Professional Socialization to Professional Skills
Institutional
Socialization
Advanced
Clinical
Skills
Patient Satisfaction
Current 6 Months Later

10. Onboarding = Organizational Socialization
“Organizational socializing or onboarding, is a
process through which new employees move from
being organizational outsiders to becoming
organizational insiders”. (Bauer and Erdogna, 2011)4
“The evidence of true learning is when a learner
moves from a current state to a desired state.”(Tonkin,
2015)

11. Onboarding Components
11
Onboarding
Socialization Learning
Today’s Presentation eBook

12. Summary Process Model of Socialization4
12

13. Once receptive, they will adopt their job faster
and with higher levels of quality
1. Utilize new hire or cohort portals to speed up the time
to productivity
• Centralize all hiring information
• Assign relevant training
• Introduce Organizational Culture
• Maintain HIPPA and Additional Compliance
2. Set goals an expectations early with managers
• Discuss goals with Managers
• Develop Metrics to measure progress
• Make performance (competency) evaluations frequent
• Provide Coaching
3. Boost access to an LMS to increase skills and
competencies
• Offer multi-purpose training initiatives
• Make learning mobile friendly
• Embrace Collaborate Learning
13

14. Organizational Efforts4
• Socialization Tactics
• Formal Orientations
• Recruitment/Realistic previews
• Organizational Insider
14

15. Socialization Tactics
• Team meetings
• Social Gatherings or rituals
• Formal and Informal
UCLA Health
• Early onboarding activities focus on establishing
clear communication and building trust - Ropes
Course
• Day-long activity for incoming Resident classes
• Emphasis on teamwork and problem-solving
15

16. Formal Orientations
• Structured Process
• The journey is just as important and the destination
• Institution Goals and History
• F2F
16

17. Recruitment/Realistic previews
• Recruitment Events
• Job previews (even if its 2-3 years from now)
• Provide Accurate Information
• Senior Assisted Living Provider
• Operational Meeting
• Job Fair
• Major Projects through out the entire company
17

18. Organizational Insider
Preceptor/Coach/Mentor
• Who should be a preceptor?
• Evidence-based practice
• Critical thinkers
• Are they the right person?
• Formal Champion
• Penn State Hershey Medical Center5
• Steve and Katrina Greer (Angie)
• Mentorship changes lives
• Fully Educated = Fully Comfortable
18

19. Summary Process Model of Socialization
19

20. Q & A

21. Thank you for your time!

22. End Notes
1 https://www.healthecareers.com/article/healthcare-news/staff-
turnover
2 http://www.theatlantic.com/health/archive/2016/02/nursing-
shortage/459741/
3 http://www.beckershospitalreview.com/human-capital-and-risk/how-
5-health-systems-are-recruiting-retaining-nurses-during-an-rn-
shortage.html
4 Bauer, T. N., & Erdogan, B. (2010). Organizational socialization:
The effective onboarding of new employees. In S. Zedeck, H.
Aguinis, W. Cascio, M. Gelfand, K. Leung, S. Parker, & J. Zhou
(Eds.). APA Handbook of I/O Psychology, Volume III, pp. 51-64.
Washington, DC: APA Press
5 Cornerstone Client Story: Penn State Hershey Medical Center.
(2015). Retrieved September 21, 2016, from
https://www.youtube.com/watch?v=c1HsVpXoP4Y