The 12th Lesson
Five R’s to Improving the Employee Experience – Part 1
Remote work has become the norm, but onboarding was left behind. With our new work environment, candidates get hired and start working . . . That’s It!!! Yes, we have them complete their mandatory paperwork to remain compliant but how do they feel about their jobs and why is almost 50% of the workforce failing in less than 2 years in their new roles?
The last 18 months has changed how we meet our deadlines, yet employees are feeling like robots. It’s very important for people to feel like they are still human, and, since Human Resources has been spending so much of their time implementing and monitoring COVID policies, workers are feeling left out.
1. Send some swag – by doing something fun and unexpected employees will already feel like they belong to their new work family. If they are remote or hybrid employees, let them feel welcome with logo T-shirts, ear pods, notebook, pens, a coffee mug, or even slippers and/or a throw to make remote work comfortable.
2. Target technology – set up virtual coffee meet and greets for new employee introductions. Announce new hires or company news on a rotating presentation while waiting for that Zoom call to start. People will be informed of the new employee’s role and the new employee will learn about the organization. Another way to encourage involvement is to Introduce an entertaining quiz via the website or app to test and employees’ knowledge of the company and their products or services. It’s a way for new hires to learn some facts about their new employer where previously, they would have been discussed in orientation.
3. Measure and move forward – perform surveys concerning the onboarding process after the first day, week, 30 days, and 90 days These analytics provides reassurance for the employee and following implementation of new onboarding involvement? Tweak your process and keep adjusting it as needed for better engagement.
The pandemic has limited workforce relationships There are so many creative ways that Human Resources to take this call-to-action opportunity to create the new normal onboarding processes, motivate staff and therefore, improve profitability. Less turnover means less money spent on recruitment, training, and a new employee surpassing the learning curve to full productivity mode.
