The Most Important Component of Any Onboarding Program

Posted by Cathy Reilly

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One day years ago, I was walking in mid-town Manhattan on a lunch break and came upon a movie shoot with Robin Williams. There was only a small crowd gathered, so I stopped to watch. About ten minutes later, they broke and Robin immediately came over to sign autographs. He asked for a pen, no one replied, so I offered mine and he took it. He signed, joked away, then quickly wrapped up to get back on set. Before he did, he came over to me, smiled and said “Thanks a lot for the pen.” as he handed it back to me. It was very special and memorable for me. Why? Because he gave me a few moments of his direct attention.

That’s also what makes the difference and greater distinction when welcoming a new employee - our direct attention. It’s what I consider to be the most important part of onboarding a new hire. Sure, we are all busy and onboarding is a process, but taking the time to ensure focus is given to each new hire as an individual who matters when they join a company is golden.

Here are a few tips on how to give new hires attention:

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Topics: Human Resources, Management, Employee Experience, Training, Employee Retention

Are You Prepared For Employee Inboarding?

Posted by Cathy Reilly

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A few weeks ago I wrote about the impact that artificial intelligence (What You Need to Know About AI and Women’s Jobs) will have on jobs, especially women’s job as work automation increases. While women may be more affected, all employees will be touched by AI directly or indirectly. As jobs change and get redefined through technology, employees must change. It will become commonplace to see employee roles change, which will bring in-house moves within the company. HR will find itself having to focus on building a new workforce internally through retraining, upskilling, and reassigning employees into modern, relevant roles.

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Topics: Human Resources, Management, Employee Experience, Training, Employee Retention

4 Practical Tips That Will Keep Employees From Quitting

Posted by Cathy Reilly

iStock_000083193417_Small.jpgWhen an employee quits, it’s often easier to just believe the situation is out of your hands. However, many reasons employees quit could be easily prevented if the time was taken to ensure the company is a place that employees never want to leave.

Here are four ways you can stop valuable employees from walking out the door and improve productivity and engagement in the process:

1. Take orientation seriously

If you want new hires to stay with your company, you need to implement an orientation program that will turn them into happy employees. As a matter of fact, 69 percent of 600 new hires who responded to the 2015 Employee Job Satisfaction and Engagement report by the Society for Human Resource Management said they are more likely to remain at a company with a structured orientation program up to three years.

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Topics: Employee Retention

How to Make Your Work Environment Fun

Posted by Cathy Reilly

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Happy employees are loyal employees. In fact, when 2600 office workers in the United States and Canada were asked if they expected to change jobs in the next 12 months in the 2015 Staples Advantage report, 77 percent of very happy employees said no.

However, when unhappy employees were asked this very same question, 58 percent said they expected to change jobs.

These results clearly show that the happier employees are in their workplace, the more committed they are to the company they’re working for. If a work environment that makes employees happier will decrease employee turnover, what are you waiting for?

As you strategize to incorporate more fun into your work environment, keep in mind who your employees are and what they might respond most positively to. You want to appeal to the majority of your employees so these benefits can be enjoyed as widely as possible.

Here are five ways to make your office more fun:

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Topics: Employee Retention

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