How Do You Know you’re Positively Impressing your New Hires?

Posted by Cathy Reilly on Jul 13, 2016 2:10:14 PM

iStock_first_impression_w.hands_clapping_325x325.jpgOur last blog post looked at the importance of first impressions. A series of favorable first impressions creates staying power and paves the way to loyalty. Remember that intuitions come first, strategic reasoning second. If they like it (intuition) they will find reasons to stay. This is why creating the right kind of first impressions for your new hires is so important and why you want to ensure you are doing so.  You want to give your newbies every reason to brag instead of complain about the company. 

Examining things like what the boss’s behavior looks like, the culture of the company, the path for employee development and how employees are shown appreciation are all key impression makers. What are your communications and processes saying to new hires in these areas and will it help them become productive and feel highly valued?

The best way to find out is to ask them. Post-hire surveys should be a standard part of your onboarding process. Check in with new hires early on following their orientation, and at proper intervals during their first year. Make sure you are getting their feedback and their opinions. By your asking alone, you show them that your company cares about its employees, and just as important, treats them as individuals. Their feedback helps your company learn and take corrective action if needed. Too often new hires, who are becoming dissatisfied early on, start looking to leave. This is extremely costly to a company, and negatively impacts employee morale and the company’s reputation.

If your new hires are asked, “What’s it like to work here?” these may be some of the things you might want them to say.

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Topics: Onboarding

WHY EVERY FIRST IMPRESSION IS SO IMPORTANT

Posted by Cathy Reilly on Jun 29, 2016 12:00:00 AM

6.29.16_iStock_first_impression_w.multiple_hands_325X325.jpg  On a cold March day in 2004, Michael Gill             walked into a Starbucks on the Upper East           Side of Manhattan. Gill was the  son of a New       Yorker staff writer, a Yale graduate, and               former creative director at J Walter Thompson,     but his life had recently unraveled. He was a         divorced, unemployed, 63-year-old father of         five. A young woman in a Starbucks uniform         seated at the next table smiled at him and             asked, “Would you like a job?”

  “She seemed so secure and confident,” Gill         remembers. Without thinking he said, “Yes.”         Several years later Gill wrote his bestselling         memoir, “How Starbucks Saved My Life.”

  Gill made an impulse decision borne out of           desperation, but he would not have stuck it out   to become a “Starbucks Coffee Master” if             Crystal (the young woman who offered him the job) had not made an immediate impression on him. Respect and dignity were a part of the Starbucks creed. Crystal tolerated no cursing or street talk.  “Partners” (what Starbucks calls its workers) were never told to do things; they were asked—politely. “I could be sincere at Starbucks,” Mr. Gill writes, “because I was finally in a work environment that valued those precious moments of truly human interaction.” 

Michael Gills exceptional story underscores a fundamental reality. The first encounter between employer and employee is critical, and first impressions can make all the difference. We respond intuitively and emotionally before we assess rationally. We make our first judgments rapidly, and we are bad at seeking out evidence that might disconfirm those initial judgments. First impressions stick, and it’s hard to get them unstuck.

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Topics: Onboarding

4 Simple Updates You Need To Make To Employee Training

Posted by Cathy Reilly on Jun 1, 2016 10:04:07 AM

PixabayBe honest: when’s the last time you reviewed your employee training program? Is all the material up-to-date and presented via the latest technology? Or are your employees still thumbing through dusty training manuals from the last century?

Every change in your industry, each new technological advance, and every time there’s a change to your company policy, it affects the quality of your training. Unless you’re diligent about reevaluating and adjusting your program and material, it can quickly become outdated or irrelevant to employees. And that holds them back.

To give your employees the training they need and deserve you need to take the time to look at what skills you’re teaching and how. You might be surprised how much of your training program needs to be reworked or completely thrown out.

Here are four ways to review and spruce up your employee training program to make it more effective:

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Topics: Onboarding

How To Use The Force To Improve Your Onboarding

Posted by Cathy Reilly on May 4, 2016 8:30:00 AM

yoda-667955_640.jpgToday is Star Wars Day. May the Fourth be with you (get it?). While there’s a lot to love about Star Wars, it’s clear that there was no formal onboarding in that galaxy far, far away.

Before you say that there’s no need for onboarding when you’ve got The Force, think about this: maybe if the Jedis had a more consistent way to give new hires feedback besides “do or do not,” Anakin would’ve never gone to the Dark Side.

Here are four onboarding lessons you can learn from Star Wars and bring balance to the force in your organization:

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Topics: Onboarding

What You Need to Know to Make a More Human Workplace

Posted by Cathy Reilly on Apr 20, 2016 8:30:00 AM

iStockTake a moment to think about your workforce. What do they look like? What are their names? What do they like to do on their weekends? Unless your employees are all robots, you should know the answers to these questions.

Yet it seems like organizations are forgetting that they have actual human beings who work for them. And it’s having dramatic implications for the workplace and employee satisfaction.

A survey by Globoforce found that of the employees whose leaders don’t care about making the workplace more human, just 43 percent love their job and only 32 percent are highly engaged. In comparison, of the employees whose leaders do care about the human side of the office, 89 percent love their job and 51 percent are highly engaged.

If you want to bring some more humanity to your workforce, try these three steps:

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Topics: Onboarding, Recruiting & Hiring, Employee Engagement

How To Make Hiring And Onboarding More Consistent

Posted by Cathy Reilly on Apr 6, 2016 8:30:00 AM

iStock_confused_new_hire_male.jpgDuring the hiring and onboarding process, a new hire is constantly trying to get their bearings. They’re figuring out how things work and what they are supposed to be doing in their new role. It can be a very confusing time.

But the process is harder to get a handle on if new employees are always getting different information about things like company culture and even their job. They need consistency so they can get up to speed and feel comfortable in the organization.

Here are five things a new hire needs from you to overcome the disorientation of the hiring and onboarding processes:

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Topics: Onboarding

You Need To Add These 5 Ingredients To Your New Hire Orientation

Posted by Cathy Reilly on Dec 9, 2015 8:30:00 AM

erierika;Bigstock

The quicker new hires feel welcome and prepared for their jobs, the quicker they will be able to effectively and confidently contribute to the success of the company.

A 2015 report on onboarding released by SHRM stated that new employees who attended a well-structured onboarding orientation program were 69 percent more likely to remain at a company for up to three years. Onboarding is a smooth transition of new hires adjusting to social and performance phases of their new jobs.

Onboarding new hires at an organization should be a strategic process that will ensure high employee retention rates. It’s important the employee's first interactions with their employer create a positive impression of the department and company as a whole. They need to be shown that the company not only is excited to have them join the team, but that they care about their success by having an up-to-date hiring process.

Here are five ingredients that hiring professionals should include in the new hire orientation process:

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Topics: Onboarding

This Is How You Set New Employees Up For Success

Posted by Cathy Reilly on Nov 25, 2015 8:30:00 AM

Your new hire, Chuck, arrives for his first day of work. After reporting to HR and filling out all the standard employment forms, a co-worker shows Chuck to his desk and tells him to “just ask” if he has any questions.

NancyEdmonds; iStockOf course, Chuck knows what his job is and has a general idea of what he’s supposed to be doing, but there’s still a sinking feeling in his stomach that he’s been thrown to the wolves.

What do you think the chances are that Chuck will be successful in his new position?

According to a 2014 survey by BambooHR, 76 percent of employees said on-the-job training was the most important part of their first week at a new job. And if you don’t provide new hires with quality training during the onboarding process, they won’t stick around. The BambooHR survey also found 21 percent of employees who quit a new job did so because of a lack of effective training.

Help your employee retention by making onboarding training material informative, engaging, and customized to each job. Here are five techniques that will make your new hire training more effective:

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Topics: Onboarding

5 Onboarding Tips That Build Brand Champions

Posted by Cathy Reilly on Apr 22, 2015 9:30:00 AM

bigstock-Multi-Cultural-Office-Staff-Si-59300741When it comes to employee onboarding, your organization’s approach can be a make-or-break experience for new hires. Organizations that take a “throw them into the deep end and see if they can swim” approach risk losing those employees after their first year, according to Aberdeen’s November 2014 Welcome to the 21st Century, Onboarding! report. In its survey, Aberdeen found that organizations with short onboarding processes are nine percent less likely to retain new employees after the first year.

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Topics: Onboarding