If you want to motivate new employees starting on day one, SHRM (The Society for Human Resource Management) tells us that there are several effective ways of properly onboarding employees. Moreover, they’ve found that the positive results of effectively welcoming new hires 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, motivating new employees in this way can reduce turnover and new employee stress levels. What’s more, motivating new employees can be as simple as creating the right video onboarding tool.
Traditional onboarding often consists of classroom-style lectures and accompanying slide decks, with 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.
Here are six great ideas to help you motivate you new hires. You may only need one or two of them, or you may decide, over time, to implement them all! Whatever you decide, these tips can vastly improve your onboarding process.
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.
If you’ve got an employees-only website, you can easily build a library of onboarding videos and update them regularly. If every employee, no matter how long they’ve been with the company, has access to the library, they can revisit information that they need to reinforce. This kind of “tribal” knowledge can be invaluable in building a UnionProof culture and becoming an Employer of Choice.
Another advantage of distributing video information online in these bite-sized chunks is that you won’t overwhelm your new hires by providing all the information they need at one time. It’s easy to set up an email campaign that spaces out delivery of links to these videos in sequential order, based on the employee’s start date and job requirements.
Consider adding an online method for new hires to contact HR with questions as part of your portal. That way, when they see something in one of the videos that they have questions about, they can reach out immediately, which the question is fresh, rather than waiting until they get to HR.
Get input from existing employees on the topics you need to motivate new hires. Ask existing employees of differing seniority in what ways they got “lost” when they were new!. Also, ask them what they know now that they wish they’d known when they first joined the company.
By carefully planning out each of these “sticky” areas, you can address them and make your new hires productive that much more quickly.
Here are some topics you may want to include in a multi-day orientation program:
Ease your new employees into day-to-day company operations with videos on things they might otherwise never know about your company. These videos can cover topics that may seem mundane but are vital in feeling knowledgeable about the company. 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. Think about how to contact maintenance if there’s a building issue, who’s in charge of phones or email, even how the sales department brings in new customers.
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. Create a “day in the life” video of one employee, or edit input from a variety of employees into one video.
Your team members can share testimonials 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 don’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!
Onboarding. You’ve been doing it for years, and we bet it goes something like this:
Then you just hope everyone turns up for work tomorrow.
People told you this would inform and educate your employees. It would reduce staff attrition.
But, here’s the kicker: Most onboarding strategies follow the exact same pattern as above. And they’re seriously dull.
The result? Employees are suffering from “onboarding fatigue.” They know exactly what to expect because they experienced the same thing in their last job.
Mission and values. A few games. A tour of the office. Waving to Dave from Accounts…
Come on, you can do better than that.
Twenty-five percent of all employees leave a company within a year, and 20 percent leave within the first 45 days. Onboarding can reverse these trends, but only if you do it properly. And we bet you’re not doing it properly. Sorry.
If you really want to succeed, you need to think outside the box.
Here are three creative onboarding hacks that you need to incorporate into your business, like, now.
There’s a certain point in the onboarding process where someone from HR says something like, “OK, it’s time to have some fun.” The problem is, new hires know what’s coming next, and it’s really not fun at all.
HR professionals always insist on role-playing games, where they split groups of new hires into small teams and get them to act out a certain scenario. Organizations have been doing it for decades, but do new hires actually enjoy it? We don’t think so.
There’s nothing wrong with incorporating interactive elements into your onboarding process, but you need to do something different. This is where gamification comes in. Most companies don’t use this technology for onboarding, so you’ll instantly engage your new hires.
Why not ask employees to download an app onto their smartphone that includes a digital checklist? New hires can tick off items as they complete them during training. Alternatively, employees can play training games on a tablet.
Research shows that organizations who incorporate gamification into their onboarding generate a 49 percent boost in engagement and a 36 percent improvement in turnover. Still, only 17 percent of companies use this technology.
People love watching videos. Around 1.3 billion people use YouTube alone. Incorporating videos into your onboarding process might seem strange. HR teams should teach employees about company values, surely? New hires can watch videos in their spare time, right? Not necessarily. Research from Gartner suggests that onboarding videos are the most effective type of video for organizations — more effective than product videos and sales enablement videos, in fact. What gives?
The truth is, videos will standardize your onboarding techniques and ensure you get your message across properly. Whether you want your new hires to know about your company objectives or labor relations policies, videos will explain everything in a clear, concise, creative way. Consequently, every single new hire will receive exactly the same message.
Want to create onboarding videos of your own? Projections, Inc. can help you with that.
Now that we’ve established you need videos, what should you include in your visual content? There are various things you can incorporate into your onboarding videos, but it’s always a good idea to check out the competition.
Recently, we published an article about what makes a great onboarding video. We looked at how some of the biggest brands and organizations engage new hires with their visual content. (Check out the article here!) This is what we learned:
You don’t need fancy graphics to get your message across. People respond to great content, not dramatic music or Hollywood-style action movie sequences.
A piece-to-camera is awesome if you want to tell your brand story and convey your values. Encourage your CEO to be a part of your onboarding video!
Animation works well if you have lots of information that you want to tell your new hires — statistics, data, numbers, that kind of thing.
Personalization will help you achieve your onboarding goals. We know there’s no “one-size-fits-all” approach to onboarding, so customizing this process should produce explosive results. Onboarding a group of new sales agents will require a different approach to onboarding a senior manager, for example.
Tailor your onboarding to each individual. This might take you some time, but it could provide you with a return on your investment. Sure, standardized onboarding programs might work for some companies who just require temporary staff, but if you really want to reduce turnover, you need to customize content.
“To achieve personalized onboarding, initial assessments can be used to better understand an employee’s areas of excellence, areas of potential growth, and areas that need to be developed to ensure job readiness,” says the Association for Talent Development.
Here’s how to personalize onboarding:
All onboarding isn’t great onboarding. If you need to engage with new hires and prevent them from leaving your company, you should invest in new strategies that provide real value. Forget everything you’ve been told about onboarding strategies. Splitting your new hires into teams and playing a few games won’t do much at all. Gamification, videos, and personalization, however, will change perceptions toward your organization and result in confident, informed, more productive employees. Take it from us, we know!
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.
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!