Building a specialized onboarding process helps companies increase productivity for new employees while making them feel valued. According to HR.com, workers who have a structured onboarding process were 69 percent more likely to stay with the company for three years. While there are many onboarding checklists available online, a customized list ensures that management doesn’t overlook anything important to their particular business.
To formulate an onboarding checklist, management should think about their goals for the first few months in terms of productivity, team building and training. Then they should make a list of tasks and items that support these goals. For example, to ensure first-day productivity, staff should prepare a new office worker’s computer, phone and desk before he arrives. When considering training needs, companies should think about videos, presentations and hands-on training to give each employee all of the information he needs to excel at work.
A manager should divide the onboarding list into three sections. The first part should encompass all of the tasks that the staff must complete prior to the new hire’s first day. The second part of the list should cover the new employee’s first few days. This list should include a list of forms necessary for payroll, health insurance and other benefits, but also include who will train the employee, any company videos the employee should see and a list of a few assignments the worker can immediately start. Companies should also consider the most efficient ways to deliver these items: Custom videos, corporate intranet and company websites can sometimes deliver training information better than other employees can.
The third part of the list should cover one month to three months after the employee starts working. This list should include, at the very least, a one-on-one meeting with the employee at the one-month and three-month mark to discuss professional goals and progress. Companies should schedule at least one check-in prior to any probationary period, so management can inform the employee of any areas that need improvement. Having a one-month check-in meeting also allows the employee the chance to ask any questions that he might have developed while working.
After each new employee completes a phase of the onboarding process, management should review the checklist and add or amend any necessary items. At the end of any probationary period, managers may want to ask the employee for any suggestions that could improve the process for new hires. Management should continue this review with all hires to make sure that their onboarding checklist continues to evolve with the company.
As we move through 2016, employees’ expectations of their employers are growing and changing. To create workplace safety, inclusiveness and a driven team of people, it’s important to focus on strengthening your company culture in a few key ways. The following sections cover those methods and how you can use them.
As companies focus on strengthening communication and forging solid employee relationships, the need for unions will dissipate naturally. Instead of directing your energy toward creating an anti-union environment, a much more positive and effective approach is to create an environment that fosters positive employee relations. This includes a culture that protects its employees against harassment, injuries and layoffs without the need for union intervention. Employees should express confidence that they can approach management openly and receive assistance without having to struggle for their rights. One of the best ways to ensure that all of these factors are in place is leadership training.
How do you determine whether leadership is strong within an organization? Not surprisingly, a study by the Journal of Occupational and Organizational Psychology revealed that commitment and positive attitudes lead to better performance. Thus midlevel managers must be taught to openly display these leadership qualities and pass them down through the organization. By starting at the top, organizational leaders can set an example that reflects a company’s culture and values of openness, honesty and tolerance of all types of people. Incorporating technology such as interactive e-learning has become a popular and effective strategy to keep employees informed and allow them to interact directly with management.
In today’s globalized world, events that have a widespread influence on your employees’ attitudes and behaviors can occur. Holding meetings that address employee concerns and key issues can generate better trust and understanding among co-workers. Similarly, management must directly address how employees can professionally handle serious problems such as harassment and injury. If uncertainty exists or formal systems have yet to be put in place for solving these issues, there is a strong need for better communication. To maintain consistency and keep your employees from fragmenting in different directions, leadership must work to maintain a clear voice that overpowers external uncertainty.
According to a recent study by the U.S. Bureau of Labor Statistics, an employer benefits package accounts for 30 percent of an employee’s total compensation for the year; communicating the intricacies and components of that package is both incredibly important and mind-numbingly complicated. Every year, while your employees try to get their work done, you interrupt their day to explain this complicated but vital component; odds are, they are tuning out. If you rely on the tools of the past, you won’t get the best employees in the future. Let’s take a look at how you can change the situation.
The benefit statement has always been a vital tool when discussing company benefits, yet these dense, complicated documents filled with legal terms in small print have glazed over the eyes of many an employee in the past, and they are almost impossible to comprehend without a legal degree or 10-years experience in the benefits industry. Very little of the report will be retained; in fact recent studies have shown people can only focus for seven minutes at a time.
The typical American worker is overworked and distracted; in the digital era, employees check their emails and cell phones 150 times a day and work longer despite wanting to work fewer hours. You might think sending an HR rep to discuss benefits will seize your employees’ attention, but you may not get the reaction you seek; even if employees attend the meeting, they’ll probably be thinking about the report that is due, their Facebook status, or one of a dozen other things. These meetings simply waste time, money, and add yet another distraction to your employees’ day.
Your employees are always online; if you want to educate your staff about employee benefits, you need to engage them digitally. By creating a dedicated website for your employees to learn about their benefits, you accommodate their schedule, not the other way around. Additionally, you reach the secondary audience at home who appreciate the benefits you provide to their family. You can post custom-created videos that explain the benefits in plain language and speak to the pride of being a member of your team, all of which makes your employees and their families feel secure and appreciated. Then, when they are prepared to make their choices of benefits, they’ll find the all the links and information they need to guide them through the process, minimizing stress and mistakes.
Creating a site like this is effective, but it can be costly, time consuming and difficult to achieve in-house. Turn to the experts, instead. Projections has decades of experience creating dedicated sites that truly connect with employees. Reach out to Projections by clicking here, and stop letting 30% of your compensation package go in one ear and out the other! Becoming an employer of choice is easy when you have the tools to demonstrate all your Company offers.
Your HR department is vital to building the best company possible. It ensures that your employees are at their best and receive the support they need. While there are so many things that your HR department has to do that it might be tempting to take a few shortcuts, there are a few areas where you absolutely must use HR best practices or face negative long-term consequences in the future.
New employee orientation is vital, as it sets the tone for the rest of an employee’s experience with your company. Within the first week, it is important that you describe the basic work processes that the employee will be using every day. This can include everything from job-specific tasks to the basics that everyone uses, such as email protocol. It’s also important that you keep the information you share with your employees consistent. So it’s a good idea to create a series of orientation videos that you can share during the orientation process. It ensures everyone gets the same information and, if done right, can be more engaging than a manager rushing through the process.
After their salary, your company’s benefits package is arguably the most important element for your employees. To ensure that your benefits communication is outstanding, you need to go beyond the norm. Approximately 80 percent of companies still rely on printed materials regarding benefits sent to their employees’ homes. In a digital world, that’s not nearly enough. Your employees need to be engaged with the process. That means annual videos that are available online for your employees to review and interactive websites that help them find the best plans. These tools can be invaluable for smoothing out the annual benefit enrollment process.
Unions can be destructive for businesses. Unions can devalue seniority and employee effort, make it difficult for your business to compete, and also exploit your employees. This can lead to your business becoming unprofitable and to your employees losing their jobs. Union avoidance is in everyone’s best interest and you need to communicate this to your employees. Take the time to investigate the best union avoidance strategies and then implement them for the sake of your company and your employees.
So, don’t cut corners when it comes to employee engagement! If you need help connecting with your employees, whether it’s during orientation, harassment training, wellness programs, annual benefits enrollment, or just to communicate important facts, contact Projections. Your message will reach your audience and create the change you need to grow. We make it so easy, you’ll find no shortcuts needed!
On July 5, 1994, in Seattle, Washington, Amazon (or Cadabra, as it was known then) was founded. Apple Inc. was experimenting with consumer-targeted technology, like digital cameras, video consoles and portable CD players, 845 miles away in Cupertino, California. Both companies were struggling. Apple’s market share was declining as Microsoft’s growth showed no signs of abating. Amazon was just an upstart, a small online bookstore in the days when the majority of the population didn’t even know what the Internet was.
Within a few years, Steve Jobs and Jeff Bezos would reverse the fortunes of their respective brands and transform communications. Both companies have changed the way you converse with friends, family, colleagues and clients over the last two decades, but in very different ways.
The world’s most valuable brand has had a massive impact on communication. Doctors use iPhones to diagnose patients, iPads teach children math, and students use Apple Watches to email assignments to college professors. Today, you can make a sales presentation from another continent via Skype, FaceTime your clients, or upload marketing images to Instagram in seconds. Steve Jobs didn’t invent the text message, but Apple’s iOS software introduced predictive messaging and spell checking to the masses, making virtual connections less of a chore.
Launched in 2010, Siri set the blueprint for digital communication, allowing you to email or text clients using voice commands. Jobs’ investment in Pixar turned the independent company into a blockbuster-producing powerhouse, with contemporary classics like “Toy Story” and “A Bug’s Life” redefining the limits of computer animation.
From same-day delivery to the Fire Phone, Amazon has changed the means and the speed in which you receive information. The Kindle shattered the publishing status quo, giving readers access to an ever-expanding catalog of digital content. Bezos’ 2013 acquisition of the Washington Post spearheaded a new direction for the 138-year-old publication. With a greater emphasis on web content, Bezos has influenced the collective discourse for Post readers. New blogs like PostEverything and Morning Mix present the day’s news and business headlines in digestible chunks, while an online community commenting system showcases a wider spectrum of opinions on hot button issues. So far, it looks promising. The Post’s online numbers are up, and there’s been a noticeable shift towards digital innovation.
Here at Projections, we’re changing communications too – for companies and their employees. Ready to re-purpose what you already know works? With the Projections team, you’ll get a whole new take on how to connect with your employees more effectively. If you’re ready to rethink the resources and delivery of your employee communications, we can help you build the strongest workforce in your industry. Think powerful online video, highly engaging social media tools, interactive websites and Elearning tools that are proven to boost productivity and the bottom line. Take on a new and inspired approach and reap the benefits of innovative tools for communicating with employees.