Transboarding: The new solution for retaining top talent
By Lisa Sterling, Chief People Officer, Ceridian
The job market landscape today is extremely competitive. Hiring managers are struggling to find quality talent to fill the increasing number of positions opening up within their organizations.
This challenge is why it is becoming increasingly popular for companies to look beyond onboarding new hires and adopt an innovative solution for retaining top talent by promoting existing employees into new roles, a process known as “transboarding.”
As I recently explained to HR Dive, transboarding is having a profound influence on organizations today. And it is not just a trend – it is much more than that. Put simply, it is becoming the new reality of today’s workforce. Transboarding, or moving people into new roles within the organization, is an advantageous opportunity for businesses today. However, failing to go about it correctly can quickly lead to disengaged employees and increased turnover. It shouldn’t simply be viewed as promoting from within. Business and HR leaders must take a strategic approach to transboarding, which includes establishing the appropriate connections, facilitating clear communication and developing a comprehensive yet flexible framework for project and workforce management.
Tips for successful transboarding
To successfully transboard people into a new role, there are three things you need to provide:
- Access to appropriate resources: Whether it be technological tools or people, it is important to give employees access to the resources they need to execute their job functions effectively. For example, establishing mentorship programs can be helpful because it offers those in new roles the ability to learn from and collaborate with a colleague who has experience in the position.
- Clear communication: Make sure team members are crystal clear on your expectations and the short- and long-term goals. They should know exactly what success looks like for them. In addition, you must ensure they understand how this new role is different from ones they previously held within your organization.
- Leadership and education opportunities: People who have been transboarded must be educated on how to properly manage a diverse team, including how to bridge disconnects in geographical distance and lead various types of personalities.
As with many employee and people-related functions, leveraging the right cloud-based HCM solution can help ensure a seamless and effective transboarding process.
How HCM software can help your people
Through HCM technology, you can provide a channel that creates awareness of how this person’s new job activities will impact the organization as a whole – as it is likely their goals and objectives will have changed, requiring a way for them to reset and realign. In this regard, HCM technology can be key for establishing your performance development program.
Another aspect of HCM software that helps with transboarding is that “relatability assessments” can be conducted to give you a better understanding of how these people can work best with others, which allows you to drive higher levels of interaction between managers and team members.
Finally, by automatically transferring information into all HCM processes, you can ensure the accuracy, efficiency and productivity of people in new roles – ultimately creating a seamless and successful experience.
Through the combination of people, technology and processes, employers can optimize their internal talent pipeline to fuel engagement, increase retention and improve their bottom line.
As EVP and Chief People Officer for Ceridian, Lisa has a dual responsibility for Ceridian’s overall global people and HR strategies as well as overseeing the product vision and strategy for Dayforce Talent Management.
Prior to joining Ceridian, Lisa served as a Partner and Technology Solutions Leader for Mercer’s Talent Solutions business. Lisa also served in both a product and people strategist role at Ultimate Software as Head of People Engagement. As a Partner at Kenexa – an IBM company – she led the design and deployment efforts of the organization’s performance, succession and career development solution. She’s currently a Human Capital Executive Research Board Member and sought after speaker on various talent management topics.