What makes an outstanding employee onboarding video? Of course, the content is vital – you want to make sure your new hires get inspired and confirm that their decision to come on board was a great one. But what makes your orientation video really memorable and impactful? Is it a great customer testimonial? A strong narrative? Good production values? The truth is, it’s all of the above. Here are five examples of killer onboarding videos that optimize employee orientation.
Dunkin’ Donuts doesn’t rely on fancy graphics to get their message across. This simple onboarding video features franchise owner Scott Fanning, who introduces the Dunkin’ Donuts brand and explains to viewers what it’s really like to work for the company.
The video then incorporates reconstructions of several common customer service situations that new hires will find soon themselves in — serving food, communicating with customers, handling payments, etc.
Travel comparison website Trivago introduces viewers to its company culture with a behind-the-scenes look at its headquarters in Dusseldorf, Germany. This documentary-style onboarding video features a “day in the life” of new hires on their first day on the job. Essentially, new hires are watching new hires as they interact with each other and integrate into the company culture. Pieces-to-camera from members of staff punctuate the documentary footage.
The United States Environmental Protection Agency (EPA) uses a combination of on-screen graphics and pieces-to-camera to illustrate its values, objectives, and company culture. Clocking in at over seven minutes, this is one of the longest onboarding videos on this list, but it maintains the attention of viewers by explaining complicated concepts and legislation in an engaging manner.
The video is actually split into two parts: The first half explains why new hires should be proud to work for the organization, while the second half details how the agency operates.
Now for something completely different. Singapore-based software solution company Innocom Technologies has created an employee onboarding video that uses animation throughout. This colorful, creative clip features several animated slides that tell viewers about the company’s long-term strategic goals.
Innocom Technologies starts by declaring their company mission before introducing the current solutions they have incorporated into their business. Animated characters appear on screen as the company presents important information about its structure, core team, and core values. The video ends by asking viewers to contact a member of staff if they have any questions.
This onboarding video from the City of Edmonton covers a day in the life of their waste management department. With high production values, the video introduces new hires to the department’s various members of staff. It tells viewers what Waste Management Services does and what it plans to do in the future.
A narrator engages with the audience and speaks to them directly as if she were in the training room. “You’ll find out why waste staff go home at the end of each day and feel good about what they do. And soon, so will you.” With this onboarding video, the City of Edmonton has done the unthinkable. They’ve managed to make waste management exciting.
Pieces-to-camera, animation, voiceovers, graphics –the organizations above use various filming and editing techniques to introduce new hires to their company culture. These organizations all have one thing in common: They don’t skimp on production values.
Remember, your employee onboarding video could be the most crucial component of your orientation process and set the tone for an employee’s entire tenure. This is why you need to hire an experienced, professional employee communication company to produce a video that’s as good as any on this list.
As we head into the new year, we were curious (and thought you might be too) to find out what Projections most popular articles were in 2018! Here's what human resources and labor relations pros focused on!
To date, we’ve published over 600 blog posts on UnionProof, Projections, and A Better Leader. To put that into perspective, that’s equal to about a 2,500-page college essay or 2.3 copies of A Game Of Thrones.
I don’t know a single person in our industry who would enjoy sifting through ALL of those pages to find the information most relevant to them personally…
So we dove into the data and uncovered the top 7 articles of 2018 (plus some great additional material ), so you can find the best strategies for employee engagement, leadership and building your UnionProof culture in 2019!
(Hot Tip: bookmark this page and come back to it whenever you're looking for insight & inspiration!)
One thing we noticed in 2018 was the reoccurring theme of culture. It seems companies today are far more focused on creating an environment where unions are unnecessary - rather than trying to put out fires where they pop up. 5 Traits of A UnionProof Culture was our hands-down most popular post of 2018!
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How to Build a UnionProof Culture from Day One
Creating a UnionProof Culture Requires Courageous Leadership
Another vital topic in 2018 was decertification - how can a company become union-free without overstepping legal bounds? Back in April, we published Engaging A Union Workforce, all about how to show employees that they are stronger when they're directly connected to the company!
Culture popped up again related to leadership, over on the A Better Leader blog. Developing a Coaching Culture Through Leadership reminded us that leaders must ensure employees are always informed and have a voice, making your business union proof. Unions become irrelevant in an issue-free workplace where employees are engaged and feel free to discuss opportunities and challenges with management.
Creating a great foundation for the future was also high on the priority list for 2018. How To Create A Stellar Orientation Video provided our readers with 6 easy steps to prepare a consistent and powerful new hire message!
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The One Thing Your New Hire Orientation Is (Probably) Missing
5 Reasons Your Company Needs Video Onboarding
It seems you were also interested in understanding how employee complaints concerning poor communication in the workplace are often symptomatic of a larger, deeper problem. Back in February, The Right Communication is Key to Employee Engagement provided better understanding of how to bridge that gap
While this was a fantastic article back in March, we think maybe the image of someone sleeping on their desk might have resonated a little too much! 11 Subtle Signs Your Engagement Efforts May Not Be Working provided our readers with eye-opening insight into what they could change up to get greater engagement.
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A Unique Engagement Strategy That's Actually Working
The Impact of Supervisor Engagement
Of course, everyone loves powerful insight! The post-Janus article, 9 Things You Need To Know About the Role of Unions in 2018 really struck a chord over on LinkedIn! From Human Resources to collaboration, contracts and flexibility, and even the cost of unionization, this July article will reach far beyond 2018.
It’s a great time to be a Human Resources professional. Technological advancements are not only streamlining administrative tasks, but they’re helping HR departments provide employees with better service and allowing HR to connect with workers more effectively. Suitable technology for HR can be the difference between a good company and a great company. Here are just a few of the ways we’re seeing that happening right now:
Minimizing the time you spend on clerical, administrative tasks can free you up to concentrate on more interactive job duties that boost employee engagement, help management and staff communicate better, and enhance the work experience in various other personal ways. These advantages make employee self-service a critical option.
Basic online options have become commonplace for many employees. Online access has for years allowed team members to perform simple tasks, like revising withholding, changing an address or accessing payroll information. Today, the increased automation of more sophisticated businesses processes, including onboarding, performance appraisals, training and more offers you more time to focus on creating a culture of engagement.
“Data analytics” is a hot buzzword currently – and with good reason. When applied skillfully, data can reveal valuable information that helps businesses perform more effectively. As an HR pro, analytics present you with an opportunity to assess the job performance of your company’s workforce in a more objective manner than ever before. With these tools, your team can have access to extensive data. Technology for HR can help improve recruiting, retention, reduce absenteeism, and guide training efforts.
The use of technology to analyze this data to your best advantage is vital:
Social media use has become ubiquitous, and its use is still increasing. It’s imperative that HR departments make use of this tool for more than just recruitment tasks. Social media can help you take the pulse of your company and learn how employees view their workplace, management and company culture. Using social collaborative tools allows you to reach out to staff, encourage engagement, build stronger relationships and have impact on your company’s reputation.
Social collaboration tools, such as #slack and Flock are helping Human Resources teams connect with and stay connected to teams of employees, finding faster and simpler ways to answer questions successfully. Online project management tools like monday.com and Trello allow HR teams to create topic-focused discussions internally and provide access to related documents when change is ongoing.
Perhaps the most exciting way that technology for HR is helping create a better working environment is the way HR is using AR/VR for training. These digital reality options support immersive learning, which is a highly successful method of teaching. Tasks like product assembly and machine operation can be taught far more efficiently with the use of this technology, and trainers and managers can help more employees through AR/VR than they can in a traditional classroom or a one-one-one training environment.
Virtual Reality training also allows employees to practice skills and upgrade knowledge in industries where experience is key, such as healthcare. VR can provide consistent knowledge similar to what video provides but with more interactive, experiential learning.
With growing advancements in the tech industry, it’s an exciting time to be part of Human Resources, a field that’s open to using these tools to create better results and better employees. If your company isn’t quite ready to dive into custom-created virtual training, finding an experienced company to create dynamic video onboarding and training will start you on the path to greater opportunities. Consistent training can help your leaders grow and keep employees union-free, creating your company’s reputation as an employer of choice.
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!
Introducing the new workforce: Gen Z (aka iGeneration)! By the year 2020, this youngest generation of workers, Gen Z employees, will account for 20 percent of the workforce. Born during or after 1995, the eldest are 23 years old and are already working side-by-side with four other generations: millennials (Gen Y), Gen X, baby boomers and the silent generation. The oldest millennials are 38 years old, so Gen Z has multigenerational leaders, challenging your organization to develop effective and productive communication systems, leadership skills, and training and development programs.
Every generation has different perspectives about employment and careers, so it’s time for you to dive into understanding Gen Z employees in order to maintain successful HR practices that engage the whole workforce.
Just when you’ve finally learned how to successfully engage millennials, along comes Gen Z. As the first digital-native generation, millennials have driven significant changes in the workplace, from workplace design to embracing social responsibility. Gen Z employees are entering the workforce as employees who are even more comfortable with technology, but their perspective on and experience with technology tools are much different from earlier generations.
A Deloitte study created an informative picture of these young people. Gen Z is skilled with technology. Unlike millennials, they grew up moving rapidly across a variety of technologies — smartphones, tablets and laptops — and social media programs – Instagram, Snapchat, Facebook, etc. They are entering their careers at higher levels as most “typical” entry-level work is now automated.
Gen Z is very concerned about their ability to communicate and forge strong interpersonal relationships. This may be due to the fact that technology has negatively impacted their cognitive skill development, and they recognize that their social skills, like critical thinking and communication, are weak.
Gen Z absorbs information in small bites and is visually oriented. This has implications for your training and communication systems. Learning programs that deliver information in easily digested, intuitive modules are attractive to Gen Z employees. Adding soft skills development, such as problem-solving and leadership skills, to training and development can close technology-created gaps in communication skills. This begins with your onboarding program, which should initiate the education process for developing cognitive and communication skills — and continue through all your training programs.
You should use mixed training media that is visually stimulating, easy to access and use, flexible and available 24/7. Providing mobile access is critical to successful Gen Z training, and enables you to deliver continuous learning opportunities. Your managers will also need to hold in-person meetings to supplement the technology-based training and encourage Gen Zers to collaborate on designing work environments that enable people to work as teams, in person or through collaborative technologies.
Gen Z employees also value diversity and are attracted to employers who have similar values and will provide learning and experiential opportunities to work with people who have diverse backgrounds, origins and preferences. In this regard, they are quite similar to younger millennials. The Ernst & Young survey of Gen Z interns found that they prefer millennial managers over Gen X or Baby Boomer managers, likely because some of their perspectives intersect. Since it’s estimated that millennials and Gen Z employees will make up approximately 75 percent of the workforce by the year 2025, this will become a fact of life anyway.
Your leaders need skills that enable them to create a cohesive, collaborative workforce within the context of a culture that embraces diversity and innovation. Could anything seem more challenging from an HR perspective?
Managing and motivating a four- or even five-generation workforce that is growing younger and older at the same time requires leaders who can build respect and trust among them. With top-down support, it’s the front-line leaders who maintain a positive corporate culture and engage employees. You want to develop leaders who can identify and promote shared values across the generations, creating a bond. A good leader is accessible, helps each employee understand the importance of their role, holds people accountable, challenges employees to perform at their highest level and meets their unique needs. An effective leader understands generational differences and leverages that knowledge to engage employees.
For example, baby boomers prefer face-to-face communication and Gen Z needs to develop interpersonal communication skills. Millennials and Gen Z are deeply interested in working for organizations that are socially responsible. Millennials use social media to collaborate. Gen Z employees are natural collaborators and use social media to facilitate real world connections. Both baby boomers and Gen Z desire face-to-face meeting opportunities.
Do your leaders develop mixed-age collaborative teams? Are younger and older workers given opportunities to interact with knowledge sharing from both directions? Do your managers know how to leverage the differing generational motivations to engage all employees? Do your leaders understand the importance of personalized communication skills? Do they have inclusive skills that strengthen employee engagement among all employee generations? These are the kinds of questions you should be asking about your organization’s leadership skills now to develop positive employee relations in a multigenerational workforce.
Finding common ground to bring people together based on their preferences and needs in a productive manner promotes cohesiveness and creates a foundation for leading a multigenerational team. You can develop customized employee videos, web training and eLearning programs that deliver information in a desired format and leadership training programs that address connecting with and managing a multigenerational workforce.
A multigenerational workforce will be a fact of life for decades to come. Consider this: In 16 years, the oldest of Gen Alpha, the next generation, will be 21 years old and entering the workforce. Learning how to connect with a multigenerational workforce now will prepare your organization to engage all employees well into the future.