Guest Article: Onboarding Process or Onboarding Mess? by Ben

Last week I dropped in on a webinar by the Brandon Hall Group and one of the comments floored me.

40% of organizations say their onboarding process is “less than effective.” Wow. @BrandonHallGrp

— Ben Eubanks (@beneubanks) February 12, 2014

Seriously? 40%? That’s pretty incredible, considering the amount of information available out there to help with this process. In the organizations I’ve worked in, there have been three players involved in an employee’s onboarding:

• Recruiting brings the person in during the recruiting process, then gives them to HR


• HR helps with the basics up through day one, then hands them to their manager


• The manager either does their own internal team welcome/kickoff/assimilation, or they don’t. It’s fairly obvious which one occurs, because the difference is obvious within only a few days on the job.

I’ve written previously on the topic of onboarding, and I feel like those suggestions alone are enough to get the processes up to snuff for many smaller organizations. Whether it’s onboarding tips for managers, the importance of intimate and personal contact, or onboarding remote employees, plenty of information exists to help HR professionals, managers, and organizations DO onboarding better.

The SHRM Foundation put out a solid guide to maximizing success during the onboarding process a few years back, and I’m sure you can find at least one or two tips (or a dozen) to increase the effectiveness of your own internal workings.

The bottom line is this: we hear the numbers like I quoted above, and we feel helpless to act, or we feel like “at least we’re not the only ones,” or we think ours is “good enough.” There’s no shortage of excuses. However, while it’s never going to be perfect, you can always be looking for ways to make it better.

Let me put it this way: if your competitor down the street is getting new hires up to speed in 4 weeks and it takes you 8 weeks to get the person to the same proficiency level, they are going to beat you. When you think about it in that context, it gives the argument considerable weight.

Better people practices lead to better company performance.

Let’s make it happen! How are you going to tweak your onboarding process to make it more effective?

The post Onboarding Process or Onboarding Mess? appeared first on upstartHR.

Article source:Ben - Onboarding Process or Onboarding Mess?»



Check out more of Ben Uebanks' work at Upstart HR

5 top tips for your first day at work

Walking in to a new workplace for the first time can be a nerve-wracking experience. But by keeping a few simple tips in mind the first day can be turned into a positive experience and an opportunity to create a great first impression.

  

Get prepared for the first day

Any background reading that can be done before you start will help you get a grasp of the job. Have they introduced any big changes lately? Do they talk a lot about their corporate culture? Doing some research will help you be prepared for any basic questions on your first day at work so jump online and on their social networks and read up about the company. 

First impressions count

Wear clothes that are appropriate for the workplace and exhibit positive, confident body language – make eye contact and remember to smile! Don’t forget your handshakes and think about what to say about your ‘personal brand’ if asked to talk about yourself.

Be confident

Remember that they liked you enough to give you the job. Exuding confidence on your first day will show your colleagues that you are a strong and capable person for the job, just don’t get self-absorbed.

Listen as well as talk 

It is likely that you will have to learn and take in a lot of information on your first day so in order to remember everything listen carefully and avoid miscommunication. People like good listeners, and if you can earn a reputation as someone who pays attention and gets things right the first time, you will be able to fast-track your growth within the business.

Take notes  

From loads of new names to where certain files are located, people are going to be dumping a whole lot of information on you from the word go. Carry a notebook with you and take copious notes, these will be invaluable to you later, and keep you from having to ask as many questions. If you’re working for a large company, ask if you can have a copy of their organisational chart, as this will help you remember the names and roles of your co-workers.

Remember, your first day should be enjoyable. It’s an opportunity to get to know people and learn what the next few months and years of your working life will hold for you. Don’t be so stressed that you forget to have fun!

Guest Article: How Do You Make People Feel at Work? by Jennifer Miller

In honor of Valentine’s Day, I offer up this Friday Food for Thought:

How will you make people feel today?

Article source:Jennifer Miller - How Do You Make People Feel at Work?»

Guest Article: Dear Employer – Our Relationship Is Over! by Jason Averbook

Our relationship is over! I am sorry to do this around Valentine’s Day, but I have been thinking about breaking up for some time. I have met another that I have greater interest in.

I have been watching Menlo Innovations from afar, however, today we connected. I was so impressed. I am excited to have a future with Menlo. For instance, I would be constantly learning as I would be paired with a fellow colleague on a daily basis so we can learn from one another. Additionally, communication would never be an issue between Menlo and myself. As part of regular training, I would learn about the organization’s financials. To tell you the truth, they are actually posted on a wall. Talk about “no secrets!”

Also, I would initiate my own performance reviews with selected peers vs. the annual reviews I experience with you (that are so pointless). Do you even remember what I did last year? Furthermore, if I need to bring my child in, it’s not an issue. They know I am committed to my work. Given the above, I would feel more of a commitment to them than you.

One more thing, Menlo would not treat me like a child. I am an adult and should be treated as such. I feel so confined with you, which in turn makes me unhappy.

I know you could not have done all of this, but you should have tried something vs. nothing. Just look at the others (e.g. Google). Yes, Google can offer a lot, but Menlo is still growing yet they offer what I want and need.

I am really sorry, but it’s over!

Sincerely,

Your #1 Employee

Another infusion of knowledge

Article source:Jason Averbook - Dear Employer – Our Relationship Is Over!»



Check out more of Jason Averbrook's work at hisblog

Guest Article: Hail the unsung heroes of the recruitment industry: the non-billers by Ross Clennett

One of the things I am most ashamed of in my whole career is an event from about 15 years ago. The temp accounting team I was leading had set our sights on having 300 weekly temps working. The week we achieved it, I shouted the whole team out for a night of expensive cocktails at some trendy bar. We had a great night out but the next day I was horrified to realise that I had not invited our

Article source:Ross Clennett - Hail the unsung heroes of the recruitment industry: the non-billers»



Check out more of Ross Clennett's work at hisblog

Guest Article: HR’s Peanut Butter Spread Approach and Its Effectiveness by Jason Averbook

As mentioned before, we in the HR space have to do things differently because more of the same will not take us forward, but take us down. HR professionals, do you think…

• Offering a three percent pay increase to your employees will be satisfying to all, including your superstars? (compensation)


• Providing a generic “we received your resume” email will make all of your applicants (especially those from your competition) want to come and work for you? (talent acquisition)


• Presenting a clock as a work anniversary gift is desired by all? (recognition)


• A turkey as a thank you gift to each and every employee around the holidays will be appreciated, including those who outperform others AND are vegetarian? (employee appreciation)


• Conducting annual performance reviews with stale information will make all members of your organization (e.g. those who have just developed patent-worthy designs for your organization) want to keep coming back year after year to your organization? (performance management)

HR, the peanut-butter spread approach of the past is not going to cut it for the short and long-term. You have unheard of tools at your disposal to collect important real-time information on your current (and hopefully) future workforce. Act now. Change now!

Another infusion of knowledge

Article source:Jason Averbook - HR’s Peanut Butter Spread Approach and Its Effectiveness»



Check out more of Jason Averbrook's work at hisblog

Guest Article: THINK: 15 Ideas to Help You Talk Less and Listen More by Jennifer Miller

Ask these 4 questions before you speak your mind at work.

A few years ago, my friend Erin Schreyer posted this saying on her Facebook page. That afternoon, the image found its place onto our family’s refrigerator, where it remains to this day. We’ve had many meaningful conversations using the “THINK” model. From spats with siblings, to ways to talk to a friend about a difficult subject, this acronym helps quells the urge to blurt something out that may do more harm than good.

The “THINK” model also serves a useful purpose in the workplace. How many times have you blurted out something you wish you could take back? You can use the “THINK” model to help you process your thoughts before you speak so that you will talk less and listen more.

The “THINK” Model for the Workplace

Is it true?

• What factual evidence do I have to support my claim?


• Might there be other versions of the “truth” out there?


• Do I have the whole story?


• Even if it is true, will it make a positive difference to speak up?

Is it helpful?

• Is my true intent to help?


• Will this person be receptive to my assistance?


• If I say something right now, might I make things worse instead of better?


• Is there a better time to offer my help?

Is it necessary?

• What would happen if I just “let it be” for a few days?


• Who stands to benefit by me speaking up right now?


• What will be gained by saying this?


• Am I trying to give someone a dose of “their own medicine” or “reality”?

Is it kind?

• Is sparing this person’s feelings at this moment the best course of action?


• Is there an element of payback: “He’s never nice to me, so why should I be nice to him?”


• Can I speak out with true compassion for this person’s situation?

People who are influential tend to be those who are able to shut up and listen. Use these 15 powerful questions to help you build productive relationships with your peers and colleagues at work.

Article source:Jennifer Miller - THINK: 15 Ideas to Help You Talk Less and Listen More»