On boarding-vital to a new hires success!

Providing a positive new hire on boarding and employee transition experience is essential to helping your workforce remain motivated, satisfied and productive.

The concept behind employee onboarding is best defined as a systematic and comprehensive approach to orienting a new employee to help them get "on board."  There are two high-level goals of the onboarding process:

1. To make new employees feel welcome and comfortable in their new surroundings
2. To minimize the time before new employees are productive members of their new workgroup.

Building an Onboarding Program

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A good onboarding program must address:

Company / Departmental Overviews

•          Corporate and departmental overviews generally includes going over items such as the vision / mission statement of the company or department, along with organization charts and value statements.  The purpose of these onboarding activities is to give the new hire a feel for the overall mission of the company, and to introduce them to the objectives and goals of their particular department.

Job Expectations

•          These are the very specific job expectations of the new employee.  This can include any training they might have to go through, job descriptions and expectations, and the company's performance management or appraisal process.

Policies and Procedures

•          The policies and procedures section can range from items like hostile work environments and affirmative action policies, all the way through employee compensation guidelines.  If you have a fit-for-duty program or a system to resolve complaints, these policies and procedures should be shared with the employee early on.

Administrative Housekeeping Items

•          Although these administrative "housekeeping" items might also sound like policies and procedures, these are generally less formal matters that still need to be reviewed such as normal work hours, overtime pay, and inclement weather practices.  This section should also include contact numbers (both at the company) as well as contacts outside the workplace for the employee.  For example, telephone numbers of relatives in case the employee becomes ill at work.

f     Follow these simple guideline and you will ensure a smooth on boarding.

  

How NOT to Hire!

Bad hires cost companies, well, I don't have to tell you but it's better to hire right the first time.

How NOT to hire:

• Emergency.  These can prove to be most costly!
• Look the part.  Unless they can complete a battery of steps to prove they are the right person for the job it might look right but it ain't right!
• Recommended by someone without checking them out.  Still has to pass your hiring process.
• Only when you need someone.  Should always have the pipe line full!
• Get the cheapest guy for the job.  That philosophy reminds me of the saying; "Pay peanuts get monkeys!"

Hiring has to be a major focus of your overall strategy.  Don't do it off the cuff.

Great people make a great company.  Bad people...

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"Treat Them Right"

Everyone would agree that a happy employee is a better employee.

How do you get a happy employee?

• Value them
• Include them
• Train them
• Trust them
• Believe in them
• Let them

What you sow you will reap!  Happy bottom Line!

Your Culture-Is it breaking the Bank?

Culture = "...culture describes and governs the ways a company's owners and employees think, feel and act about their work place."


Do your people love coming to work?  Would they recommend others to work for your company?  When they talk to their friends about where they work what is the conversation?


Statistics tell us that most employees fall into the following categories:

• 10% are loyal, excited and committed to the vision
• 20% are so so but would take a better offer if it came along
• 10% are actively looking else where
• 60% are disgruntle, disruptive and discouraging others

Does that surprise you?  How do you get more of your folks in the top 10%?  Culture!  This list is not complete but safe to say it make a huge difference in your people and their productivity.

• flex time
• face time with their supervisor
• a supervisor that cares
• a company that cares about their families and includes them
• a path to solve colleague issues
• understand and see their contribution to the vision 
• being equip to accomplish the vision
• company events
• recognition and feel valued is one of the biggest

Like I said this is a short list but a powerful list.  The greatest thing you can do for your bottom line is ensure that people believe in the vision, equip to fulfill the vision and rewarded together as a team when you reach goals toward the vision.

Until next time, look at your people differently.  They are your bottom line!