So, you’re an HR manager and your company is growing fast. You expect five, perhaps 10 new recruits over the next six months. No, make that 50! Now what? As Donald Miller of StoryBrand states, “All (employee) engagement rises and falls on the employee value proposition.” Part of that value is in how new employees are treated from day one. Inspire new hires with a great orientation video!
An orientation video can also raise that value proposition by ensuring that every employee is provided with a consistent welcome message that emphasizes the importance of every role at the company. Think of your video as the foundation for the company’s “tribal knowledge.” It should include the top things you want every employee to be able to talk about confidently – both inside and outside the company. Here, step-by-step, is how to inspire new hires and create a killer employee orientation video.
Start by with a “napkin sketch” outline, just the nuts and bolts of your message. Detail the basic narrative and your brand message. Is your company history vital to the corporate culture? Has the company won awards that have directed its later success? What about points of pride in the local community?
Remember that new employees want to feel that they’re a part of something great. What do your clients come to you to achieve? Talk about their successes as much as you do your own and new hires will go home bragging about the company right from the start.
As you refine your outline and add detail, remember that any new employee can easily become overwhelmed. Make a point to focus on the most important takeaways that will inspire and motivate your new hires.
Once you have a solid outline, fill in the blanks. Write a robust script, and decide who will deliver each aspect of your message. You may want one narrator, or two.Use upper management if they have a good on-camera presence. You may even want parts of your message delivered by current employees.
The structure of your video is worth thinking through. Take tech brand Cisco. Their employee introduction video has an easy-to-follow format. It starts with a member of the company’s HR talent management team addressing the camera — “We’d like to give you a view into our new employee orientation experience,” which is then followed by testimonials from the sales, engineering and operations departments.
If your teams aren’t so keen about being on camera, professional talent is definitely the way to go. Keep in mind that if you hire those whose first language isn’t English, you may want to consider producing in alternate languages at the same time, a definite cost savings. Connecting with a Spanish-speaking employee in their preferred language from day one is a sign that you care about and respect their needs.
The first element of your production includes capturing your script. This might involve recording a company executive on camera, or recording a voice-over by professional talent. Whatever your script calls for, be sure you are prepared. If you’re using company executives, do your best to make them feel comfortable. Recording in a professional studio with a teleprompter can make them feel much more at-ease. If you’re using employees, a question-and-answer approach will help you get the best sound-bites with the most candid approach.
Lights, Camera, Action! Create a shot list from your script to make sure you get enough footage to cover all your narration. If you have multiple locations, plot out how you’ll accomplish everything. You may have interior and exterior shoot days. Be sure to get establishing shots of the company, as well as production, current employees, even your products being used by the customer.
When in doubt, over-shoot! It’s better to have 3 different angles of the same thing than have to re-shoot a close-up later on (particularly if you’re inconveniencing employees to get just the right shot!) You can always trim down your video during the editing process. Oh, and remember, stay true to your script.
Next, you’ll want to create your graphics, animation and any titles for your video. You may want to hire a professional animator or graphic artist to help with this part of the production. Plus, you’ll need to decide whether you want to use any music, and purchase the tracks you’ll need.
Editing is just as important (and just as much fun!) as recording your orientation video. During this process, you’ll select the shots you want to use and add transitions and music. This orientation video from hotel chain Ayres Hotels (and here it is in Spanish) is a good example of professional post-production.
“Visual elements such as transitions, slow motion, split screen and other effects will add flare to your video — and who doesn’t want more flare, right?” says the Stephen M. Ross School of Business at the University of Michigan. “Just don’t overdo it with flashy transitions or animations.”
Finally, you need to distribute your video so employees can watch it. You can do this online — direct new hires to your website, for example — or in a small group meeting during onboarding week. Alternatively, upload your orientation video to YouTube, just like Talmer Bank and Trust and Omni Hotels & Resorts.
Sixty-nine percent of staffers are more likely to stay with an organization for three years if they experience a great introduction to their new company. Inspire new hires and create a stellar orientation video! Ito definitely improves your on-boarding processes but can be time-consuming to make. That’s where a professional production company can be a definite asset. Choose one with decades of experience who can help you create an orientation video that really works. Projections, Inc. can help! Click here to find out more.
No matter what products you sell or what industry you’re in, harassment prevention must be a top priority in keeping both your company and your employees safe. What works and what you need to include in that training is changing rapidly. Here is what you need to know regarding harassment prevention training in 2019.
The movement known as #metoo began in October of 2017, and the repercussions are still being felt. During the last several years, both individuals and companies have become more aware of harassment and reporting has increased dramatically both in and out of the workplace. People are more aware of the many specific forms of harassment. Protected classes include including sex, gender, disability, race, religion and age.
According to SHRM, emphasis on workplace harassment training should focus on prevention. As a manager or human resources professional, it’s your responsibility to take the necessary steps to provide the most effective harassment prevention training program possible. It’s crucial to train employees effectively to prevent any type of harassment from happening. If harassment does occur, it’s necessary that employees at all levels understand what to do and take the correct course of action.
The New Jersey Business and Industry Association reports that a Gallup poll shows both men and women take sexual harassment much more seriously than they did 20 years ago. The majority of individuals now see it as a major problem. Your employees are more sensitive to what is and isn’t considered appropriate behavior.
Along with increased sensitivity and changed perspectives, however, there has also been more confusion. Many employees are often uncertain regarding what exactly constitutes harassment, what type of language or behavior is acceptable in the workplace and exactly how to handle harassment accusations. This makes an effective training program more important than ever.
It’s necessary to understand what the different requirements are in each state and how employers with employees in multiple locations can comply. Right now there are only five states that mandate or have requirements regarding sexual harassment training. California, Connecticut, New York, Delaware and Maine have passed a variety of legislation for training employees. If your company maintains facilties in California and Illinois, for example, all employees should be trained according to the most stringent standards.
This means you’ll stay compliant while keeping all employees on the same page. Employers also need to go beyond basic legal compliance. It’s necessary to cultivate a culture of respect in the workplace. Training shouldn’t just focus on a checklist of unacceptable behaviors. It should focus on building civility and an environment where employees feel comfortable speaking out.
It’s imperative that training addresses the recent shifts in culture. It’s not only important to understand culture in our society, but to understand and change the culture in the workplace. This means that management must take a proactive approach by educating current employees and immediately training all new hires. Workforce states that training must involve much more than simply watching a video and checking a to-do box. You must create a culture at the highest levels of management and effective training provided on a fairly regular basis.
Finally, whatever training method you use, make sure there is an evaluation process in place. You need to understand what’s working and what’s not so modifications can be made for future training. Harassment prevention training is critically important to not only prevent costly lawsuits and maintain a company’s reputation, but for building a respectful and positive work environment.
With strong belief that every company can become an employer of choice, the team at Projections has been helping companies build better leaders and improve employee relations for over 4 decades. The Respectful Workplace, is a powerful and effective eLearning program designed to not only prevent harassment but help companies create a respectful and inclusive workplace.
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!
We all know what’s supposed to excite employees – raises, getting out early on Fridays, crazy hat Wednesdays to spice up the humdrum workweek. But does your management team really understand motivation from the perspective of the employee? Put an end to these communication mistakes that are discouraging your employees.
Sure, we all know those employees who make no genuine effort and complain even when management attempts to improve things. But mature employees respond positively to clear direction and leadership. If several of your employees from different departments were interviewed, would they give the same answers to questions like, “How is the company organized?” Getting a variety of different answers to this kind of question shows a lack of cohesion, or worse, a complete misunderstanding of the corporate goals and chaos at the company.
In short, if you are hearing about little incidents of confusion or mistakes, assume that a deeper underlying issue needs to be addressed. Leadership needs to be trained on the communication mistakes that they are making. Training is not a week-long event for new hires but an ongoing process for all employees.
According to a study by the University of Vermont, people from around the world experienced better moods in the morning, dipped throughout the afternoon and peaked again in the evening. The study revealed how managers can’t simply remove negatives, like low pay or long hours, to boost employee motivation. This will only bring employees to neutral.
Once the negatives of the environment are removed, management should begin educating employees about the positives – why it matters personally for employees to succeed at the company. Communicate clearly with employees about how their contributions contribute to the larger goals of the company – this type of employee message creates a giant positive for the entire workforce.
From a management perspective, it makes sense that the hardest working employees should reap the benefits. Thus to weed out the slackers, you put your employees to the test – who has the best attitude or is the most creative? But in reality, all employees have this potential, and making your staff compete for treats is a surefire way to create resentment.
Instead of encouraging competition, which creates tension between and within employees, encourage respect. Your employees were hired with the confidence that they were skilled and capable. Don’t revoke that respect once they clock in.
By regularly engaging with employees to let them know their efforts are appreciated, you’ll show them that you respect them, something that can be inspirational for the entire company!
In 2014, Monster discussed a puzzling phenomenon in the workplace that has been growing – employees failing to use paid time off. Their assertion was that companies discourage vacation time in subtle ways; for example, by adopting complicated protocols for requesting time off or rewarding employees who don’t take vacations with more hours. If you find these roadblocks at your company, work to remove them.
Even better, communicate at least annually with employees about the benefits available to them, and how they can take advantage of them. This kind of communication elevates your employer brand and instantly raises employee satisfaction.
By being aware of these common communication mistakes, your management team can operate more smoothly with its employees. It’s not always logistical changes that need to be made, but expectation changes on both sides. The Projections employee communication team can help you connect with employees and set expectations precisely where they should be for your employer brand.
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.