Does effective onboarding increase employee motivation? SHRM (The Society for Human Resource Management) has gathered information indicating that it does. Their findings? That the result of effective onboarding is that both employee AND employer reap long-term benefits.
According to SHRM, effective onboarding will increase job satisfaction, organizational commitment and performance levels. In addition, it can reduce turnover and new employee stress levels. When you research onboarding, you’ll find that video is one of the most effective approaches available today.
Traditional onboarding often consists of classroom-style lectures accompanied by documentation the new hire must study. Providing video is more memorable and far more effective than a lecture. It’s a way to build trust of company executives and ensure that the message to new employees is consistent. In addition, top-notch onboarding that includes video can reduce in-house training costs, and even reduce turnover in the first 90 days of employment.
You can build a library of onboarding videos and update them as required. When the employee has access to the library, they can revisit information that they need to reinforce.
Another advantage is that you don’t need to overwhelm new hires by providing all the information they need at one time. It’s easy to set up a drip email campaign that spaces out delivery of links to the videos in sequential order, based on the employee’s start date.
Separate the information you want to convey into manageable pieces. For example, one video could be a welcome video from the CEO; another might come from department heads and so forth.
Get employee input for ideas on the topics to cover. Ask existing employees of differing seniority in what ways they got lost when they were new hires. Also, ask them what they know now that they wish they’d known when they first joined the company.
Here are some topics you may want to include in a multi-day orientation program:
The types of videos can cover issues that may seem mundane but are important to new hires. Examples include how to use necessary equipment, IT policies, how to get support if something goes wrong, and a wide variety of other day-to-day challenges.
Operational videos are also useful for reference – they’re the sort of content that the new hire may return to later, when they encounter that particular challenge.
Of course, your onboarding videos should reflect your company culture. Expand on that idea with fun videos that illustrate what it’s like to work at the company. Take a video of one employee, or edit the input from a variety of employees into one video. Your team members can share on a variety of topics, such as what they do, their biggest challenge, their greatest satisfaction, the resources they find most useful, the help they can offer to new employees, and what they like about their job or the company. If you have employees whose career paths have included a series of promotions, arrange for them to provide a testimonial on career opportunities for long-term employees.
If you’re responsible for onboarding new employees, video is a tool you won’t want to ignore. Don’t get overwhelmed if you don’t have a video library right now. Since you’ll be creating specific videos to address specific topics, you can easily build a library over time. The most important thing is just getting started!
Working to create motivated, engaged employees is a full-time job. That’s why a static approach to onboarding no longer works. You need real interaction, but as the number of team members grows, it’s often hard to individualize not only your new hires, but your existing employees as well.
Consider a unique approach to employee engagement that, when done right, can work wonders. “Blind Dates” between employees can not only increase worker morale but improve productivity, motivation and work quality as well. Beyond that, Globoforce reported that when they have a friend in the office, employees are 69% more likely to describe themselves as “highly engaged” at work.
The strategy, while a bit awkward at first, simply calls for your Employee Relations team to arrange for different employees – who likely would never interact in their normal workday – to meet and greet each other.
Toronto-based FreshBooks, has completed several rounds of blind dates among employees, and reported that of the employees who chose to opt-in, “100 percent of people who joined said they liked it.” These meetings are all about building rapport and giving staff a break from the daily mundane work tasks. Employees can treat the time as a brainstorming session since bouncing ideas off someone with a new perspective is often helpful.
Staff from different departments can also get together for parts of assignments where their work connects. They can work with each other to clear confusion and gain more knowledge — each employee will have something unique to bring forward.
Their blind date is a time when all regular work should get thrown out the window. Let them sit down for coffee and find ways to help each other grow. Your employees will not only engage with each other, they also get an emotional break from their normal work life.
This personalized communication truly matters. The one thing that makes an employee feel worthless, or on the brink of getting fired, is a lack of personalization. You should want your entire team to be comfortable with each other, regardless of which position they hold or what department they serve.
The key is to plan these blind dates strategically. Don’t just pick names out of a hat. If Bob from the IT department can help Janet from accounting overcome software confusion, why not let them interact?
They might already communicate through certain protocols or systems. But by building rapport, less negativity and fear surrounds their communications. In the end, Janet will walk away more confident that she can reach out to Bob for little issues. Meanwhile, Bob will have a better feel for Janet’s weak points and will no longer feel like he’s offending her when he offers unsolicited help.
The idea might sound a little “out there,” and it is, but the results may astonish you when its done right. Focus on cross-department dates; create interactions that wouldn’t happen otherwise. Set aside an hour each month for “corporate dating,” and have department managers coordinate the two employees, based on what benefits their current workload the most.
When you bring new people into your organization, your goal should be to engage and retain that talent long-term. Assuring your newest team members that they have made the right decision by joining your company is achievable from day one with a new hire orientation video. We’ve found that there are five key advantages to using videos to onboard your new hires including consistency, flexibility, creativity, delivery and engagement – all of which add up to better retention rates. Here’s how:
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 powerful video messaging benefits employee morale and bolsters company performance, boosting productivity and improving retention rates from day one.
If you’ve ever felt your talent is suffering because of your recruiting and onboarding processes, you are far from alone. A recent study revealed that 33 percent of HR teams believe their organization is “not competitive in the battle for talent” because of recruitment failures.
The U.S. unemployment rate is hovering at low levels, recently hitting its lowest level since 2007. If your company is worried about the national talent shortage, know that avoiding some of the most common HR mistakes could yield a competitive edge.
Seventy-three percent of HR leaders feel they are not using recruitment technology appropriately. If your organization still scans resumes manually and uses paper checklists, you may have massive potential to become more efficient. From technology-assisted resume matching to automated candidate scheduling, smarter technology can significantly free up time for HR to focus on strategy.
Using the right recruitment technology is also one way to help your organization discover new talent pipelines, from social media candidate sourcing to benchmarking your organization’s openings against talent in your area.
Cultural fit is critical for successful employee performance at organizations of any size. Airbnb is one firm who attributes some of their success to hiring employees based on values. Experts recommend using personality assessments and “off-the-wall” interview questions to learn more about who your candidates are as people before making a job offer.
Recruitment should be a mutual selection process. Onboarding, or a formal approach to acclimating new hires to your organization, can help your new employees succeed. However, onboarding is also an important way for potential hires to assess fit and determine whether they will thrive in your culture. Some highly successful companies use a “pre-hire orientation” video to acclimate their candidates to culture, values and expectations. Using standardized content, like a video, can introduce massive consistency in global or distributed organizations
Recruitment has never been an easy undertaking, and the nationwide talent shortage has only made it more challenging. Fortunately, there are a variety of technologies that can support comprehensive assessment and efficiency among HR teams.
With smarter recruitment technologies, you can access new talent pipelines and tools to holistically assess your candidates. With the use of pre-hire orientation materials, you can also support your candidate’s ability to select the right match for their needs.
Tried-and-true methods of practicing business are not so true anymore. Technology and globalization have made the world smaller, while simultaneously opening doors to improve the ways we live and work — especially where and when we work.
In the past decade, more people have begun to work remotely – but even the definition of “working from home” has expanded. Today, remote workers may still choose to work from their homes, but they might just as well choose to share co-working spaces, work out of a coffee shop, check in from the beach or even work out of an RV. In recent years, the percentage of workers employed remotely has increased by a whopping 80 percent. This has put new pressure on managers, supervisors, human resources departments and executives to build productive, successful remote teams – and that doesn’t have to be as difficult as it might seem.
Clear goals foster accountability. This will give your remote team a solid footing on which to anchor their work. Make sure your goals are specific, with measurable benchmarks and stated deadlines.
Your remote team’s work will center around technology. Carefully select from the plethora of available business apps and productivity platforms, and always vet your choices before committing to them. Keep in mind that you want to simplify your remote team’s workflow by reducing confusion while increasing productivity.
Each member of your team needs to know his specific task and how it will fit into the overall goal of the team. Provide your team members with clear guidelines that can be easily referenced. Ensure your management tool includes a way for employees to track required milestones within project tasks. If feasible, include a flowchart that shows the impact of each member’s assignment on the overall project goals.
One of the perks lost when teams work remotely is the positive benefits of one-on-one interactions between co-workers. Your workers enjoy freedom and flexibility when working remotely, but it also deprives them of face time to solidify team dynamics. There’s no huddling around the water cooler with remote teams.
Make sure your team leader touches base with every member on a regular schedule. You can get one-on-one interaction and group brainstorming sessions via technology such as Skype. This will help build working relationships between team members.
All work and no play make your team a boring group. Think of ways your team can get to know each other outside of work, on a more personal level. This can go a long way toward thwarting dissatisfaction with the job. Encourage collaboration outside of work hours, if possible. Meet up offline if you can, or offer your team digital happy hours.
Finally, make sure you’re connecting with your remote employees through excellent communication and training, with innovative solutions, including comprehensive orientation and onboarding strategies. Creating ways in which your team has common knowledge of the operation and what others do each day is vital to achieving your mission.