A strong onboarding program can have great results across the board, including reduced new employee anxiety, reduced employee turnover, time saved for the supervisor and HR, development of positive attitudes, and increased productivity. However, after spending all the time and money to get your onboarding program up and running, you need to make sure that your program is effective — and that means collecting employee feedback.
As with any training, follow-through is vital to making sure an orientation meets the company’s progressing needs. For example: a website could offer a brief, five question survey focused on the Day One orientation.
Ten days later, the new hire could receive a link to a follow up survey that focuses on the depth, breadth, and content of the orientation process. As a part of this measured feedback, the survey should allow ample space for the new hire to provide information on what he or she would have liked to receive during the new employee orientation program.
Employee feedback can help you to discover what information was overlooked in your onboarding program, but it can also help you identify what information wasn’t needed. This feedback must then be incorporated into program improvements, and the process would continue from there, to keep your program fresh, relevant and effective
For details on how you can develop an orientation program that will meet your company’s needs, download our whitepaper, “Onboarding: Employee Orientation Beyond Sink or Swim.”
While out-of-the-box solutions are appropriate for some instruction, such as software introductions, they are often so generic as to fail to engage the participant. Employees can come into your training situation with a wide range of previous experiences, knowledge, self-motivation, interests, and abilities, which can lead to frustration and boredom when the training seems irrelevant. So, improve your training by making sure it is need-specific. At a minimum, customize your training to show your company name and logo, and make sure the language is appropriate for your industry.
Remember that relevancy is king. If you provide generic ‘boxed’ training on how to be a good supervisor, but what your supervisors really need is specific knowledge about dealing with in-house union organizers, those supervisors will regard the training as a pointless waste of their time. Cut to the heart of what employees need with fully customized training. If your company isn’t sure what training is needed, survey employees to find out what gaps they have in their knowledge.
Custom video training resources that reflect your company’s unique attributes and needs can provide meaningful, entertaining and consistent instruction. Seeing their own company, their daily job functions and other relevant reminders on screen will encourage employees to take notice. It becomes clear that the company values them enough to make sure training has meaning beyond a checklist of employees who must complete it. Adult learning theory reminds us that employees need to agree that the training is related and relevant to their day-to-day activities, and video training can meet that need consistently.
Find out all the ways your company can benefit from custom training solutions by contacting Projections today!
Thoroughly and consistently explaining your benefits program, in a way that means both new and existing employees completely understand, can be a difficult undertaking. But properly communicating your benefits with employees can reinforce your employer brand, help you recruit and retain the best employees, and be the difference between union and union-free.
Best for annual updates, an Employee Benefits video can help explain changes to your plans prior to open enrollment. By communicating with employees regarding the reasons for the changes, you can expect much smoother sailing when enrollment does take place.
Keep employees informed and actively engaged on an ongoing basis with a regularly updated employee benefits website. With depth of information and ease of understanding, an employee benefits website can be a powerful connection between your company and your employees.
Read this case study on how Projections helped BMW craft a custom communication strategy to help explain changes to the benefits program.
It’s been proven that employee communications affect the bottom line. A study conducted by Watson Wyatt reported that a significant improvement in communication programs was associated with a 20% increase in market share and companies with high levels of communication effectiveness were 20% more likely to report lower turnover rates. The number of companies using formal employee communication measures over “grapevine” methods has increased substantially in the last 5 years, with electronic communication experiencing the largest increase. However, it’s easy for management to hand down information from “on high,” completely missing the core of what employees need. So, it’s important to develop a communications process focused on enhancing relationships with employees.
Step 1.Management should assess the situation and get input from a variety of sources such as employee surveys, focus groups, or an audit from existing communications materials. This information will be used to design the key messages to be communicated to employees.
Step 2.Develop a core communications document that will serve as the platform for all future communications. At this point it is important to align senior management and to engage middle managers/supervisors as they will be the ones to engage employees.
Step 3. Initiate a dialogue, not a monologue, with employees to ensure that their needs are addressed appropriately.
Step 4. Establish a system of reward and recognition and sustain communications. Continuous reinforcement will be necessary in order to maintain the communications program.
This simple process can foster better relationships among employees and thus creates a unified vision and solid effort to achieve company objectives. Beginning with an employee orientation on video, and providing ongoing video communication about benefits, compliance, and more can encourage the kind of communication that truly bolsters the bottom line.
For information detailing the latest trends in employee communication, download our free whitepaper, “That was Then, This is Now: The New Rules of Employee Communications.”
In it, you will learn why what your company has long been doing to communicate may no longer be working, and what steps companies are now taking.
I just finished creating the master DVD for the Tyson/FSV ePay project. The client was actually FSV Payment systems, and their client was Tyson.
The goal was to create versions for 12 different languages, then place them on a single DVD for duplication (Carla is currently duplicating 1238 copies). We were given the English and Spanish videos…and then asked to handle the rest. The languages versions we created were: Somali, Vietnamese, Laotian, Arabic, Bosnian, Burmese, French, Marshallese, Russian, and Cantonese.
We have included screenshots of the menu and a few opening video stills from several different languages.