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Successful Onboarding for Improved Retention (2-part)
Tuesdays, July 15 & 22, 2025
9:00 am to 12:00 pm CT (both days)
PLEASE NOTE: We request that each participant participate from his/her own computer and use a webcam. This will allow you to participate in the breakout group discussions that are an important part of the learning experience.
Registration deadline is June 24th
Missed the deadline? Click here to inquire if spots remain.
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Fee:
RWHC Member & Affiliate Member
$220 per person
Non-RWHC Member
$265 per person
Fee includes program materials.
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0.6 CEUs
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RWHC is approved as a provider of continuing health education by the Wisconsin Society for Healthcare Education and Training (WISHET). RWHC designates this activity for up to 6 contact hours (0.6 CEUs) of continuing education for allied health professionals.
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Instructor:
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Corrie Searles , MPT, Leadership Development Educator
With her 20+ years of experience in leadership both in and out of healthcare, her past roles have included leadership for therapy teams in hospitals, long term care, outpatient, and home health, as well as Cardiac Rehab, Occupational Health, Fitness Centers, and Stress Testing. Corrie has extensive experience in continuous improvement methodology and a passion for leadership development training. She has a Master ’s in Physical Therapy, a Certificate in Organizational Leadership, and a Certificate in Customer Service & Leadership training with Achieve Global. She is certified to teach Crucial Conversations through Vital Smarts in addition to being a certified coach for Shift Positive 360.
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Target Audience:
Healthcare supervisors and managers, both experienced and new in their role
Program Description:
Openings for positions on your team happen. In this day and age, recruiting well-suited and skilled individuals to fill the void is not an easy endeavor. Not only are there are fewer people available to step into open roles, training new staff is a time and energy-intensive effort for both the new employee and for those delivering the training. You don’t want to have to do more that more often than necessary. Plus it’s vitally important to retain these new staff members once they are ready to fulfill the role for which they were hired.
Thus, the idea of intentional onboarding is needed. So much more than traditional orientation, onboarding seeks to not only provide the supportive training to allow new team members to be successful performing their roles; it also ensures these new hires build roots with their teams and the organization, which has been shown to statistically improve retention.
Join this interactive workshop to explore how you, as a leader, can support the important work of onboarding and begin building the framework of onboarding for your team and all its members.
Participants will learn to:
- Articulate the difference between traditional Orientation and effective Onboarding
- Understand the benefits of successful onboarding practices
- Reinforce the 6 responsibilities of the leader in the onboarding experience
- Consider elements included for onboarding a key role within your department
Consider taking this workshop if the following are mostly true for you:
- You’ve heard the term, “onboarding,” but you’re not sure how it’s different from “orientation.” Aren’t they both about making sure the new employee can perform their job well?
- You know there should be more to the new hire experience than just the first week of intensive training, but you’re not sure where to start
- You are able to fill open positions with your department but new hires don’t seem to stay long enough to make an impact; it feels like there’s a revolving door
- You want to beef up your existing onboarding efforts to help new employees in your department receive the best possible new hire experience
- You find yourself scrambling to pull together resources and a training plan on day 1 whenever you have a new employee – there’s got to be a better way!
- New employees in your area get great support to do the work itself and they perform the job well, but…they seem to struggle making connections with their new peers
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