After a new hire signs the appropriate forms for Human Resources, does your new hire process end – or do you have a new hire orientation program? Unfortunately, many companies mistake job training for onboarding. Companies offer top talent benefits and perks, interesting work and career opportunities during the recruitment process, and then it’s sink or swim from day one. Managers and Human Resource departments wonder why the people they so carefully selected never “fit in” and leave within a few years. The average employee tenure has decreased to 4.2 years per the U.S. Department of Labor.
So what is your new hire orientation missing? Likely, it’s a focus on creating immediate employee engagement. The importance of delivering a great onboarding experience is becoming more crucial as competition for top talent increases – and establishing your company as an employer of choice grows ever-more challenging.
New hire orientation has become a critical strategy for helping employees become productive as soon as possible. For a new employee, knowing that they are contributing to the company’s vision and mission has a positive effect on your company’s retention rates. Communicating your company’s larger purpose is a critical strategy for helping new employees assimilate into the company. Onboarding is an employee engagement, socialization and integration process as well as an orientation process. For this reason, many companies spend much of the first 72 hours of new employee onboarding helping the new hire understand the company’s culture and philosophy.
A successful first 72 hours of onboarding will strengthen your corporate culture. New hires learn the mission of the company and the role they play in the company’s vision for a successful future. It’s a process that helps the new hire “fit in” from day one. The first hours of a new job today are busy ones – but in a different way than traditional orientation programs assumed. Much of the time involves leaders guiding new employees as they get comfortable in the workplace using a variety of communication tools, both online and off.
Your organization needs a unique onboarding program to meet the needs of your unique culture and teams. The first 72 hours should be focused towards orienting the employee to the uniqueness of the organization, rather than sitting the person down with unfinished projects other employees may have left behind. Following are some best practices that make a new hire feel welcome, included and appreciated, while also providing critical information about the company and how it operates.
Help the new hire begin writing their own company story by connecting them with other employees. Your effective, engagement-focused onboarding process should inspire new employees by sharing success stories of other team members via video. The new hire should feel excitement at the thought of making a unique contribution to organizational success and reinforcing the work culture. Videos of employees sharing inspiring work stories and of customers praising their relationship with the company are powerful engagement tools.
Want immediate engagement and loyalty? Before the new hire even arrives on the scene, make sure the tools they need are in place. Twitter has an onboarding process called “Yes-to-Desk”. When the Twitter new hire starts work, the computer, phone, access to systems and workspace already in place.
Assign your new hires a mentor or “buddy.” Assigning a go-to person who can give feedback and guide your most receptive minds is important. Google asks, doesn’t order, managers to consider assigning a peer buddy to each new hire. A mentor should not be the supervisor because the employee needs to feel comfortable asking questions and having work-related conversations. However, the mentor should also be someone who is highly engaged in your company’s culture and will help create greater engagement.
Discuss career development, expectations and opportunities to personalize the new hire orientation. In the first 72 hours, the information should set the tone and help the employee begin to solidify how he or she will fit in and contribute to the organization. The manager can begin engaging the new hire, in which conversations are held about performance targets. A word of caution here: expecting an employee to “hit the ground running” is not fair to the new hire and can lead to missteps that haunt the person for a long time. Use this time to engage the new hire and get insight into their vision for their own future.
Institute ways to help new hires embrace company culture, no matter where the person is working. Today, many companies have remote workers, a situation that can make engagement that much more challenging. Mobile enabled onboarding and learning enables remote workers, as well as in-house employees, access to the onboarding program 24-7. L’Oréal’s Fit Culture App is a customized mobile app developed in-house that helps employees understand and live the company culture. It includes texts, videos, employee testimonials, games, real-life missions and the company story. Most companies can utilize custom videos, web, and eLearning solutions. It’s more cost efficient and employers get access to expertise they may not have in-house.
New hire orientation should also help the new hire feel comfortable with the company’s technology – a source of immediate collaboration and engagement. Pinterest uses the first few days to promote collaboration. On day one, new hires meet for breakfast in the San Francisco headquarters. After breakfast, they learn “knitting” which is the company’s word for collaboration and seeing the world from different points of view. On the second day, the new hires learn about the Pinterest brand and how feedback is gathered from pinners. At the end of the second day, the person starts work and begins using the internal collaboration technology #Slack.
Be sure to establish metrics that let the organization know whether the onboarding program is effective. Metrics can be quantitative and qualitative. They include measuring the new hire’s engagement level, times the person accessed self-service learning opportunities, turnover, employee satisfaction with onboarding process and performance over a period of time. Google measures results with real data from onboarding initiatives and gets feedback on what the person would change.
In order to overcome the missing element of engagement, your onboarding process needs structure. In the “old days” people started their new jobs with little guidance, and much of that guidance was geared at job-specific training.
The first few days of your new hire orientation should be a mix of interactive learning and face-to-face socialization with coworkers, supervisors and managers. When is a person fully assimilated? Michael Watkins, author of The First 90 Days says it depends on the job. High level employees transitioning within the company may take six months, but if coming from the outside, it may be a year. An effective onboarding program can shorten that time considerably. True engagement happens when the new hire truly believe they are a contributing part of the team and drive the desired culture.
There are many onboarding software programs available today. Self-service new hire portals can give employees access to HR forms, policies and procedures, company philosophies on things like unions and customer service, video messages from executives, explanations of benefits, online tours, virtual teams, communication systems, and more. Custom videos, web and eLearning solutions can begin and continue the new hire’s assimilation process.
Successful leaders understand that employee engagement begins on day one but continues as long as the person is working for the company. After the first 72 hours, the real work of socialization accelerates. Some companies like AdTheorent have executive breakfasts within a short time period with new employees to talk about the company’s vision in a relaxed setting. Over the early months, new hires spend time with team members and attend lunches, dinners and team cocktail events. In the final analysis, the key takeaway is that new hire orientation for an employee in the first 72 hours can bring long-term positive results for the organization.
Grab your free New Hire Orientation Checklist here.
Ready to talk about developing your new hire strategy? Combine Projections’ video, web and eLearning solutions to create a robust and engaging program. Let’s chat now about your company’s unique plan for new hire engagement!
According to a recent Gallup poll, companies with a high rate of engaged employees rates are 21 percent more productive.
So, that leads us to the idea that having employees who are happy and committed to their work is an essential part of your company’s long-term success. Working to increase employee engagement can help to decrease turnover costs while boosting efficiency and productivity.
Now that we’ve made the case for paying attention to engagement, it’s also vital to mention that a failure to focus on what your employees need will put your company in a compromised position, far more so than any competitor or shift in the market.
We’ve got some quick, actionable tips for improving employee engagement that are by no means a cure-all, but still an excellent starting place! (Read through to the end for some ideas on taking your employee engagement efforts to the next level.)
A Darwin Survey performed a few years ago found that the most important factor in employee loyalty and engagement was confidence in leadership.
Employees want to feel like they are being managed by someone who has vision and experience. The best way to make yourself a better leader is by striving to improve your skill set and industry knowledge.
Some leaders try rest on their laurels, which can lead to big problems. Continuing your education and staying up-to-date on developments within your industry can make your company stronger and your engaged employees more productive.
In short, your company’s culture is a combination of how you interact with your employees and how they interact with each other.
Your job as a leader is to keep your finger on the pulse of your company’s culture. When you have to address interpersonal problems within your company, avoid “meddling” in the personal affairs of your employees. Being completely objective and professional can help you avoid showing favoritism when issues like this arise while you are trying to create engaged employees.
Remember that a solid culture is built on trust and consistency, and that providing your leaders – those who interact with employees daily – with ongoing training can inspire the exact kind of engagement you’re looking for.
And on that note…
One of the most common sources of employee frustration is a lack of training. This is crucial in the early days of employment, and a well-thought out onboarding process is a large part of future engagement.
If an employee feels like they have not been given the knowledge or tools needed to do their job correctly, they will start to seek other employment opportunities. In fact, the Work Institute reported that 34% of turnover occurred in the first year of employment.
Focus on providing ongoing training to create engaged employees. Vary the medium to engage today’s employees, and take advantage of online video and highly interactive eLearning. Custom solutions are often the best choice when you want to create greater employee engagement while building your company’s best culture.
Looking for ways to connect with your employees? The team at Projections offers custom video, websites and eLearning, specifically crafted to engage and inspire employees! For over 40 years, Projections has helped employers just like you keep their teams engaged and productive, helping companies create a UnionProof culture from day one, and a reputation as an employer of choice!
When you bring new people into your organization, your goal should be to attract and engage them. Assuring them that they have made the right decision by joining your team is achievable with videos. Five key advantages of using videos to onboard new hires are training consistency, flexible topic presentation, creative content, efficient delivery and informative engagement.
Typically, during orientations, different employees give presentations on the same topics. This can send different messages to your new hires who are just learning the ropes. To avoid this confusion, you can improve training by using videos and creating similar experiences for new hires. Maintaining a high-quality messaging standard with videos helps companies consistently train new employees both in-house and at remote locations. Original videos can present all your company information in an efficient way, reducing the time required for employee onboarding.
If you’re a company trainer and are bringing new-hires up-to-date about company policies, you want to present information in a clear format. With the flexibility of videos, you’ll cover a wide range of topics. For example, a library of videos, arranged in order of length, might include: equal opportunity employment, medical leave, harassment, phone use, internet use, drug testing and workplace safety. Offering company videos, you can either show a separate segment for each topic or store segments for employees’ later use. This flexibility gives employees all the time they need to select and view each video individually or in small groups.
Videos that increase employees’ enthusiasm about their new jobs have something in common: They have creative content and teem with engaging elements. One popular video format is documentary-style. Featuring interviews with company employees, documentary-style videos help to introduce new hires to their colleagues. A second format is known as script-based. In this type of video, actors deliver talks concerning organizational topics, like compensation and benefits. Another useful style of video is the virtual office tour. This format helps those just starting out feel comfortable with their new surroundings. Facilitating onboarding, any of these video formats shares creatively designed content that makes new hires feel welcome.
Most of the time video delivery—online or in person—is an efficient process. Whether you’re uploading a video to a social media website or, for privacy, to a Learning Management System (LMS), it is easy to deliver a quality video online for your new hires. For in-person showings, staff can use TVs, computers, laptops and hand-held devices, such as cell phones. Further, PowerPoint presentations with audio voiceovers can also be used to present videos. Overall, all these video platforms effectively bring tools together for content creation, sharing and management.
Did you know that most workers retain knowledge while they are actively engaged in a learning environment? When your new employees experience orientation through video, they learn. This learning process evolves as they are introduced to older employees, team leaders and management via videos. By watching coworkers’ video-based presentations, your new employees will not only understand policies but also focus on the importance of their own jobs. Similarly, videos of company events help new hires learn about company culture. So, for informative engagement, the best onboarding videos promote company values, not just training goals.
Knowing these five advantages of using videos during your orientation sessions is the key to smooth new-hire transition. Letting new employees know that you value and care about them establishes a welcoming atmosphere that encourages low turnover and high productivity. As a result, producing a successful onboarding experience with videos benefits employee morale and bolsters company performance, creating a win-win situation for everybody.
Ready to create a consistent, creative, memorable and actionable onboarding video? One that can also help keep your company union-free? For nearly 40 years, Projections has specialized in connecting employers and employees through powerful video, web and online messaging! Get started today!
In consumer markets over the past few years, companies have faced a growing demand for customized experiences. This trend is now appearing with far greater frequency in the realm of employee engagement, where human resources staff attempt to implement technology and changes in practice sensitive to individual workers’ talents, needs and preferences. Personalization of the employee experience can take many forms — from individually tailored learning platforms to employee choice of work spaces.
Forward-thinking companies are taking a personalized approach to employee engagement, development and training, adapting lessons, available offerings and learning experiences based on each employee’s learning style, competencies and retention. Personalized training allows targeting of areas in need of improvement, challenging the employee without overwhelming them and saving the company both time and money thanks to elimination of unnecessary training or training that employees don’t retain. Personalized learning, whether through provision of tailored content or the giving employees their choice of curated content according to their interests, increases motivation, engagement and retention.
Employee-facing self-service apps, chatbots and communications not only better engage staff through the provision of relevant information, but also help human resources departments better use resources. For example, one company developed an app that offers fast, personalized information on questions frequently directed to human resources staff related to vacation policy, benefits administration or basic processes, such as requesting time off.
People excel in different work environments, and different environments are preferred for different work purposes. Workers are significantly more engaged at work when they have control over where and how they work. Human resources departments are beginning to collaborate with facilities and real estate departments within their organizations to design spaces that give employees choices of where to do their work based upon the activity they are working on, such as collaborative work with teams or tasks requiring a high degree of focus.
Want to tailor your communications to your unique workforce? Projections offers completely custom video production, websites and eLearning programs that engage workers and keep them productive. From concept to writing, shooting to post-production, create the message your employees need. Then, deploy your final product in in-person meetings, online, or even in-home with personal mailings.
Why are so many skilled professionals clamoring to land a job with companies like Facebook and Google? While yes, these companies appear stable and lucrative, there is something much bigger fueling interest: their employer brands. The perks, the opportunities, the flexibility and the social environment – these are the factors job seekers want to hear about. So if your company isn’t attracting quite the right candidates or if your retention rates are lower than you’d prefer, consider tweaking your employer brand.
No false advertising here. Just start providing an honest look at your company’s work environment. That’s why it’s key to focus on the Employee Engagement Journey and help prospective employees understand what it means to become a vital part of your team.
While each job and each person is on a unique path, clearly defining what your employer brand promises can go a long way toward establishing trust. You might publish pictures from an office party or a sneak peek at employees collaborating on a new product. Just make sure the kind of content you publish aligns with how your company presents its brand identity and values.
Consider recruiting current employees to participate in communicating your employer brand. While you can talk about how wonderful the company is all day long, seeing social media posts or reading blogs from employees themselves often creates a stronger image of work culture.
There are a few key factors that will propel your brand from anonymity to popularity. As these factors are reiterated and established over time, candidates will come to trust your brand.
Being an “employer of choice” requires that you think of “compensation” as more than just wages paid. For a company with a strong employer brand and reputation, compensation includes the full range of benefits an employees enjoy. Broaden that scope to include things that move team members along in their journey with the company, including skill-building workshops, work-from-home opportunities and bonding and networking internally with co-workers. Be sure to present the full range of compensation (your employer brand) to candidates, as few will be fully aware.
Another thing to remember is to keep your compensation package open and adaptable. As you communicate more with employees, you may find that certain benefits need to be tweaked, added, or removed to be sure the brand is supporting their journey.
One of the most powerful forces that will make you an employer of choice is word of mouth. Your current employees are the best spokespersons for your brand – both during and after their time with you. Thus it is critical to continuously check in on employee engagement. Keep the lines of communication open so when a change needs to happen, employees have no problem talking to you about it.
Consider creating a “pre-hire orientation” message that will communicate all that is expected of employees. This way, your recruiting efforts have a better chance of resonating with the right candidates. If an applicant sees something they don’t like in the pre-hire orientation process, they (and you) know your company isn’t a fit for them.
Build a network of trust both within and outside of your company, and your brand reputation will shine through everything else. As Lindsay Nahmiache, co-founder of Jive PR eloquently phrased it in Forbes, “Building a network is a gradual process that takes months and sometimes years to pay off . It consists of continually providing support and value in two-way relationships.”