Imagine you recently hired a new employee. However, within a few months, this new employee ends up leaving you. There are a wide variety of reasons why they might choose to leave. It’s possible that the problem is they were never properly introduced to the company.
Onboarding is the process of getting new hires familiar with their surroundings; this is a comprehensive process that should begin before the employee starts. Chad Halvorson of When I Work, an employee communication scheduling application, outlines the 12 effective employee onboarding practices:
(1) Plan out your new hires agenda ahead of time:
(2) Prepare a work station
An unorganized desk can be a turn off for a new employee. Make sure that the workspace provides a welcoming environment. A well-prepared desk would include any office supplies the new hire would need. It would also include organizational charts, employee handbook and or any other relevant documents the employee would need.
(3) Provide a welcoming gift
Providing a welcoming gift, although a small gesture makes the hire feel welcomed. These items could include materials like pads of branded notebooks, t-shirts or other accessories. This gesture will automatically start the process of building a brand loyalty for the new employee.
(4) Send out helpful information
This information can include things like dress code, parking, and who to ask for when first arriving. By doing so, you are minimizing the stress of this employee’s first day, as they will be coming in prepared.
(5) Help new hires learn the office
Make sure to give a proper orientation of where everything is in the office. This orientation should include meeting the people whom they will be working with; as well as where the bathrooms are and other facilities.
(6) Set aside time for orientation
Rather than having the employee jump right into working on the first day, take the time for them to meet everyone. Doing so helps them ease in. Have casual conversations with them, bring them to lunch it is a great way for them to know that they matter! Don’t be afraid to try some icebreakers or games to help them get familiar with their new team.
(7) Plan a Mangers Meeting
During this meeting, the new employee will gain a better understanding of the responsibilities they will have. The manager will tell them about their management style as well future expectations.
(8) Go over policies and protocol
Make sure the new hire is well aware of the various policies and procedures. This process includes everything from contact with the media or resources available for the employee.
(9) Invest in training
Taking time to ensure that the new employee is adequately prepared will be beneficial for productivity in the long run. In the short term, you may be tempted to have the new hire jump into multiple projects. However, if they are not familiar with how your servers work, or individual policies or producers work, that mistake could come back to hurt you or them.
(10) Allow for job shadowing
To gain a better understanding of the company have your new hire shadow cross departments. This exposure will ultimately make the employee feel more comfortable than if they just shadowed someone in their department.
(11) Encourage Feedback
Feedback is vital! By creating an environment that welcomes open communication, you will foster a stronger relationship between you and your new employee.
(12) Conduct a first performance review
This interview should be within the first 90 days of the new employee’s employment. This performance review will determine the next course of actions you will take with this employee. If they have weaknesses, that can be improved upon, work with them. It is also important to highlight what they are doing well. At this point, you will make the decision of whether or not to keep them onboard. One doesn’t want to allocate to much time or resources when the employee isn’t performing up to the standards.
In what ways do you, onboard new employees? Do you have any other strategies that we missed?
Recognize, motivate and make your employees HAPPY! Happy employees are the most productive. We’ve heard them say this a thousand times already. In any business structure, happiness is fundamental in maintaining a smooth flowing operation. Happiness should be the core of your company culture. Put your employees’ interest first, and you’ll be surprised how they will take care of you and the business.
Consider the experience of starting a job from the perspective of your newly hired employees.
How to embrace team collaboration? For an organization to run smoothly and meet its goals, it is important to foster a work environment that supports collaboration amongst colleagues. Unfortunately for most organizations, this does not occur naturally, and thus you must make an effort and take steps to help build and sustain a cooperative work environment.
It’s simple, having fun at work through group activities and team-building games leads to a great company culture.
Team building: It is a very common term that is often discussed in many organizations today as a means of trying to get employees to accomplish common goals. Although the term itself may have developed a more negative meaning over recent years, Forbes Magazine says, “Team building is the most important investment you can make for your people. It builds trust, mitigates conflict, encourages communication, and increases collaboration.” In order for this to happen, you have to be innovative when coming up with team building activities. Try to think past the often used group picnic idea, and implement team building practices that will allow employees and coworkers to use their strengths to bring better, long-term value to your business as a whole.
Giving back to our communities makes you feel good, assists in making you more socially aware and helps you bond with your colleagues as you team up to help those in need. Charity is beneficial for both humanity and business for many reasons. When you participate in Corporate Social Responsibility team building activities, you get the best of both worlds.
Imagine if you will, that it’s 2006 again. The housing bubble has just burst, and the US economy is teetering on the brink of what will end up being the greatest financial crisis since the Great Depression. People are scared about the future of their company and are cutting corners where they can. Not everyone is eager to spend money on team building.
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