With a new hire, it’s better to know early on if it isn’t a good fit–especially when it’s the HR Director.

November 27th, 2013

TPO recently had an interesting experience working with a client to onboard a new HR Director. We applied our new Onboarding Productivity Measurement Toolkit, which helps organizations enhance—and measure—the speed at which new employees become productive as well as identify and address bad hires faster. 

Team TPO applied our rigorous, multi-point Onboarding process, which includes weekly […]

Clients Say the Most Amazing Things: Improper Onboarding Leads to Problems That Are Harder to Fix Later

November 6th, 2013

From time to time, TPO posts first-hand C-level business perspectives, excerpted from an ongoing series of conversations we have with our clients.  This one is from the Executive Director of a National Professional Association:

“One of the things we’re going to prioritize is a well thought through onboarding process as contributing to employee engagement, especially […]

People on the Move?

October 16th, 2013

When reading the newspaper I often peruse the “People on the Move” section, which chronicles job changes among area executives and employees. I imagine the organizations and individuals being pleased that the names, faces, job titles and descriptions they submitted to the publication are featured “up in lights,” if you will.

But what’s interesting is, when […]

“I, (name of employer), hereby agree to pay this new employee for being non-productive for a period of up to 120 days.”

September 25th, 2013

Part 3 in a Series on the Onboarding Gap: Reducing “Non-Productive Compensation,” Identifying Bad Hires Sooner and Protecting Your Investment

OK, I admit I’ve never actually seen an offer letter or employment contract that started out with an agreement to pay a new hire to be non-productive, but that’s essentially what organizations are doing.

We know intuitively […]