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Onboarding: It Feels So Good to Make the Bad Better: #TChat Recap

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If it wasn’t for those pesky, messy, meddling humans, the world of work would actually work flawlessly. We’d work together happily and collaboratively, without deceit, harassment or discrimination. We’d all be accountable and personally responsible and have each other’s backs, we’d have reciprocal respect with our leaders, and reality TV would not be a reality.

We can dream, can’t we?

Consider this: More than 40 companies paid out more than $60 million in settlements or unfavorable court judgments after the EEOC brought systemic discrimination cases in 2011. But there are those who say this kind of law enforcement hampers business growth with burdensome regulations and policies.

Right. And lest we forget the true reality TV of a group of really smart people who wiped billions of financial assets off the face of the earth only a few years ago. My point is that accountability isn’t baked into our DNA, but basic survival is, and unfortunately we’ll do everything we can to fire the pleasure centers in our brains. Screw the pain, baby. Nobody wants that. This is why so much neuroscience research of late shows us why good people make really crappy decisions.

Like hitting on your new employee because she’s been so friendly to you and it feels good to do it. Or leaving racist notes in your co-worker’s locker because you feel he’s been getting preferential treatment, and it feels good to do it.

This is why we have formal onboarding processes in business. This is why we assess and why we screen backgrounds. This is why we throw the employee handbook at employees. This is why we have rules and regulations. This is why we have social media policies. This is why we have sexual harassment and discrimination seminars and workshops and acknowledgement forms to sign off on (and that really don’t help anyway, but it feels good to do it).

I really wish it didn’t have to be this way, that we could onboard employees in companies big and small more freely and effectively, applying agile development techniques, buddy and mentor programs, business cross-training and immediate immersion into the workplace culture that promotes connection, communication, collaboration and business success.

It’s too bad, because it feels so good to do all of the above. And no amount of technology efficiencies make the bad behavior any better (and sometimes not even the good). Thankfully there are those business leaders, HR and recruiting practitioners, and individual contributors who work tirelessly every day to make the bad better.

Amen for those pesky, messy, meddling humans who make it better at work from day one.

Did anyone miss the preview of yesterday’s #TChat? Click on that link. And thank you, Dr. Marla Gottschalk (@MRGottschalk / The Office Blend), for your splendid guest moderation. The tweets came fast and furiously. Below is a slide show of them. We’ll see you all next week.

image credit: Human League RED - Love Action 12", by Paul Downey


 

[javascript src=”//storify.com/TalentCulture/tchat-insights-the-painful-formalities-of-informa.js?template=slideshow”]




#TChat INSIGHTS: The Painful Formalities of Informal Onboarding




Storified by TalentCulture · Wed, Aug 22 2012 21:07:01


RT @SocialMediaSean: Favorite tweet of the week by @DaveTheHRCzar: Shopping Sam’s Club thinking of u  http://twitpic.com/al1pcx #Bam #TChatDave Ryan, SPHR


Q1: Data shows that informal learning is the best way to know, so why do we throw the “employee handbook” at folks? #tchatMarla Gottschalk PhD


A1: CYA, handbooks seem to be an easy way for companies to cover themselves. #tchatJen Olney


A1: ‘Because that’s the way we’ve always done it.’ – AKA worst reason ever. #tchatRob McGahen


A1: A navigable format is extremely useful. Some think that people read everything that is sent electronically.#tchatCatherine Chambers


I find biz saying “we are social” yet if U don’t adhere to the strict rules U R out= dont understand social biz :-) A1 #tchatCASUDI


A1: handbooks are the ole standby, comp culture isn’t easily defined.  #tchatPlatinum Resource


A1. Org’s need to develop a new on-boarding process to engage employees straight out of the gate. Sets good first impressions. #tchatCdna_OrgDev


A1 Most HB are now online so they can be changed without killing trees. #TChatMary E. Wright


A1. Make it fun, visually appealing, and engaging. Otherwise, your message will be lost bc your employees zoned out. #tchatAshley Lauren Perez


A1: An infographic of the onboarding process would be very cool and fresh. Helps create nice visual aid for reference. #tchatFord Careers


A1: An infographic of the onboarding process would be very cool and fresh. Helps create nice visual aid for reference. #tchatEmilie Mecklenborg


A1 – Trial by fire and hands on learning is always the best approach. We learn when we get our hands dirty and make mistakes. #tchatRutterNetworkingTech


A1: Why do we still have books, period? I jest, but the Siren’s song of formality blunts much employee engagement. #TChatBrent Skinner


A1. Employees need to speak with their boss and mentor before they start. Different philosophy #tchatTerri  Klass


A1 Someone wrote me about a 600 page handbook. Really? #tchatMarla Gottschalk PhD


A1: they get really interesting when Contractor and FTE manuals get blended #tchatKeith Punches


A1. The onboarding process has to begin way before the first day. #tchatTerri  Klass


A1: Lack resources. Handbook should act as just a guide for a proper onboarding employee development program #TChatSean Charles


A1 The culture of the organization should be reflected in all onboarding materials. Missed opportunities… #tchatMarla Gottschalk PhD


A1 A Handbook is an attempt to proactively create a record of what we hope was done in a particular instance.  #TChatMary E. Wright


A1: Information is often times outdated if not maintained, informal helps fill in the gaps from updates and revisions. #tchatFord Careers


A1: Information is often times outdated if not maintained, informal helps fill in the gaps from updates and revisions. #tchatEmilie Mecklenborg


A1 How many of your companies have the “handbook” in searchable on-line form? #tchatSteve Woodruff


A1: Good for establishing a foundation but are often subjective & has generalities that informal discussion helps interpret #tchatFord Careers


A1: Good for establishing a foundation but are often subjective & has generalities that informal discussion helps interpret #tchatEmilie Mecklenborg


@RemoteEmploy I agree with that A1 #tchat. We do have to CYA but balance is important as well.Lori King


A1 Consistency.  Consistency in application of expectations, benefits and discipline. #TChatMary E. Wright


A1 Valve took a different view of the standard employee handbook! Amazing… #tchatMarla Gottschalk PhD


A1: An employee handbook should be available in an MP3 format and used in conjunction with other learning & communication tools.#tchatCatherine Chambers


A1. I think the employee handbook should be given to the new hires before they start to get basics out of the way. #tchatTerri  Klass


A1: It’s larger companies that struggle with agile employee development, but it feels like a renaissance is coming… #tchatKevin W. Grossman


A1 My personal biggest gripe with HR handbook is that it does not account for level of employee Nor their functional job or Team #tchatObjectiveli


A1.  EE’s can get the handbook to “cover our arses” to read on their own time.  Onboarding can be completely different. #TChatSabrina Baker


A1: Standardization of knowledge. That’s important for building a company culture #tchatYouTern


A1: To put all the employees on the same page #TChatNissrine Ghannoum


A1: CYA, handbooks seem to be an easy way for companies to cover themselves. #tchatJen Olney


A1: Blended learning is best.  Formal & informal, static text & visual content.Consult with learning practitioners to get results #tchatCatherine Chambers


A1 Employee handbooks are for liability mostly and probably laziness… #TChatMelissa Lamson


A1 don’t throw book at ’em. Highlight great things about org n how they can navigate.leave the Manual for themTo read n acknowledge #tchatJohn Hudson


A1: Make the #employee handbook FUN at least – Where’s the creativity in the C-Suite? So key….. #TChatMeghan M. Biro


A1: During their “informal training” employees may be exposed to a lot of “its how its always been done” talk – this helps fix that #TChatBarb Buckner


#Tchat A1 Sometimes companies fall back on handbook as the onboarding tool, when in actuality; it’s simply a reference tool.Cyndy Trivella


A1: We expect everyone do their own work.  And they should… BUTttttt, they don’t #tchatRayanne


A1: it’s strictly a cover their legal asses (oops! can I say that) but not eff. at all for onboarding – in case something goes wrong #tchatRichard S Pearson


A1 I think structure and data is necessary, informal is key for getting Tacit Knowledge, no handbook has that #tchatObjectiveli


A1: In entrepreneurial companies, the handbook isn’t throw at new employees; new projects are. Better experience! #TChatJon M


A1.  It’s easier and faster.  The “I’m too busy” excuse certainly plays in onboarding.  Plus, who wants to build relationships:) #TChatSabrina Baker


A1:  Using the employee handbook as a standalone strategy is fairly common in orgs that do not value people or learning.#tchatCatherine Chambers


A1: to cover our butts! #tchat I think most of the time it’s a formalityCatie Maillard


A1: Some employers still have not grasped the power of social media and its immediacy to interact with employees.  #tchatRobert Rojo


A1. We aren’t prepared to offer an alternative process and worried about policies. #tchatTerri  Klass


A1 Quicker/easier to just give out handbook? (& old habits die hard) #tchat #workplace #HRGood Business


A1. Employee handbooks are like grilled cheese. Comfort food of the onboarding process.  #tchatJocelyn Aucoin


#Tchat A1 The handbook must contain pertinent information on company “Do’s & Don’ts” It should not be distributed as “here read this.” #failCyndy Trivella


A1: For all the company’s policy and regulatory reads that are required.  #tchatMelissa Bowden


A1: to cover legal “booty” as long as it’s in writing, shoved at them, can’t be held l

iable. yawn. missed opportunity for engagement #tchatPlatinum Resource


A1: Employee Handbooks help give a consistent message which supports the informal delivery.  #tchatFord Careers


A1: Employee Handbooks help give a consistent message which supports the informal delivery.  #tchatEmilie Mecklenborg


A1: Employees still need to know guidelines and limits…informal training comes from the job itself – that’s more policy #TChatBarb Buckner


A1:  I let them review/sign off on the handbook on their own time.  To mitigate some legal risks, I do touch on a few key policies #tchatJoshua Barger


#Tchat A1 Lots of available data 2 support generational differences 4 how ppl prefer 2 receive instructions i.e., technology vs. classroom.Cyndy Trivella


@MRGottschalk A1: in some industries: Compliance. Must show that xyz info has been “imparted” #tchatSteve Woodruff


A1:  It is a necessity to cover some policies/procedures if it is possible that failing to abide by them could disrupt the work flow #tchatBright.com


A1: To mitigate the risk of an employee saying they weren’t told some random policy or rule, since they were given the handbook #TChatJess ‘Babs’ Bahr


A1 Lawyers #TchatDave Ryan, SPHR


A1: Too much of a CYA culture, that’s why we default to handbooks instead of relying on common sense #TChatAlex Raymond


#Tchat A1 Sometimes companies don’t take employee preferences into consideration for how individuals prefer training and learning opptys.Cyndy Trivella


A1. Probably so HR feels that they covered their bases by “letting employees know the no-nos” on policies/procedures #tchatAshley Lauren Perez


A1:  Because “that’s the way we’ve always done it…”  And we are lazy… #tchatRayanne


Q2: How do we embed the behind-the-scenes, impromptu workplace cultural experiences into the onboarding process? #tchatMarla Gottschalk PhD


Awesome. For sure. Let’s expand on @swoodruff: A2: Storytelling is one great avenue #tchatMeghan M. Biro


A2 A co’s “About Us” website link should also provide the co’s history & its *lineage* communicated via rich multimedia. #TchatJoe Sanchez


A2: Got me! There’s always downtime during on-boarding, people need a break & well-thought out reading material can fill a void. #tchatSteve Sisko


VERY Geeky #Culture +1 @jobhunt411: A2 how about QR codes that take you to video snippets, Q&A, etc.? Geeky I know.. #TChatculture_jammer


A2. Preboard them; assign a motivated sponsor from the time they hear “you are hired.” The sponsor interacts and answers questions. #TChatClark Wells


A2 Taught cooking class, ran video of bag of flour dropped & exploding on me. Laugh at self-expose mistakes-humanity shows culture.  #TChatMary E. Wright


MT @prgwest A2 group lunches..are a great way to show culture & easy to include newbies #tchat < The power of "breaking bread!"Joe Sanchez


A2: Handbooks should be tailored to each business & Culture. One size doesn’t fit all #tchatNissrine Ghannoum


A2 Interview current employees on a video about job satisfaction and culture. #TChatMary E. Wright


A2: Zen approach may be in order. Identify where impromptu moments take place & make room for them; don’t formalize. #TChatBrent Skinner


A2: Try to stuff them with history and perspective (from top and bottom staff) of last 12-18 months (unless that’s a bad idea) #tchatSteve Sisko


A2: group lunches, traditions are a great way to show culture and easy to include newbies (who’ll think work is a pretty cool place) #tchatPlatinum Resource


BOOM @gingerconsult @JessaBahr: A2 Embed them with different folks from different departments and functions #TChatTalentCulture


A2: Show them where to find things on the intranet that are the FAQs and “how to’s” for the company. #tchatFord Careers


A2: Show them where to find things on the intranet that are the FAQs and “how to’s” for the company. #tchatEmilie Mecklenborg


A2.  Depending on your hiring process, they may already have a good idea of culture.  #TChatSabrina Baker


A2 Embed them with different folks from different departments and functions #TChatJess ‘Babs’ Bahr


A2: By just getting out there and talking with those in the know, and learning firsthand. #tchatRob McGahen


A2: New employees are nervous enough on their first day – set the right tone by introducing them & letting them mingle to learn #TChatBarb Buckner


A2: One way we want to improve onboarding is letting employees exchange workplace tips (ie, best cafe nearby) before they come on. #tchatTeamalaya


A2 Onboarding also important as your ees move through the organization – critical. This does impact performance. #tchatMarla Gottschalk PhD


A2 – get them out to lunch w/ rest of staff to make them feel part of the org. to informally meet the others #tchatRichard S Pearson


A2: Seems stodgy but give a slew of “CEO Letters to staff,” Award Announcements, & other ‘info material’ ready to read on downtime. #tchatSteve Sisko


VERY Geeky #Culture +1 @jobhunt411: A2 how about QR codes that take you to video snippets, Q&A, etc.? Geeky I know.. #TChatMeghan M. Biro


A2: Start off right with introducing them to the group. Make sure they have the tools needed to start, ie. logins, PC, laptop, etc. #tchatFord Careers


A2: Start off right with introducing them to the group. Make sure they have the tools needed to start, ie. logins, PC, laptop, etc. #tchatEmilie Mecklenborg


MRT @CyndyTrivella: A2 Communication is at the heart of every GR8 onboarding program. Unfortunately, many dont have GR8 com skills. #TChatBarb Buckner


A2 how about QR codes that take you to video snippets, Q&A, etc.? Geeky I know.. #tchatKeith Punches


A2:  First impressions are lasting ones…and they actually have monetary value!  #tchatEarly Careerists


#Tchat A2 Communication is at the heart of every GR8 onboarding program. Unfortunately, many ppl don’t have GR8 communication skills.Cyndy Trivella


A2 culture can’t be covered in a day. Don’t try to push that or accomplish that. They will get a good sense when back w/ their team #tchatJohn Hudson


Yes-Stay HUMAN @viralheat Why? @TerriKlass: A2. Worst thing is for new hire to not connect with the boss in the first day. #TChatMeghan M. Biro


A2: I’ve also heard that at Nordstrom, the employee handbook is 75 words. It fits on a 8 by 5 inch card. #tchatCatherine Chambers


A2  How about a 2 or 3 minute video of snaps from events, presentations, meetings?  #TChatMary E. Wright


A2: For new employees could be done during initial orientation/ in-processing for existing employees during annual briefings. #tchatRobert Rojo


A2  I am still struggling to figure out how to embed a new employee in anything? #TchatDave Ryan, SPHR


A2:  Onboarding doesn’t stop after the presentation, it’s how you introduce them to the co., give them the tour, & show how they fit #tchatJoshua Barger


A2: to provide a buddy or mentor that the new employee can engage with.  #tchatMelissa Bowden


A2: Onboarding sets the tone for the candidate’s experience – part of their first impression. Great opp to show company culture. #tchatFord Careers


A2: Onboarding sets the tone for the candidate’s experience – part of their first impression. Great opp to show company culture. #tchatEmilie Mecklenborg


A2:  Cross-functional job shadowing, mentorships, inclusive environment.  #tchatEarly Careerists


A2: Embed with team members. We had new emps sit down w/key members for 1on1 meetings on day one for download of info #tchatJen Olney


#Tchat A2 Providing new employee with access to various corporate communication vehicles is essential for pr

oper integration.Cyndy Trivella


A2 How about setting up a special chat on Twitter for all the folks in the new person’s department?  #TChatMary E. Wright


A2. Worst thing is for new hire to not connect with the boss in the first day. #tchatTerri  Klass


A2. Employee talking about positive experiences can be a subtle way to display good culture. #tchatCdna_OrgDev


A2: At Southwest airlines, management staff perform humorous orientation skits. A positive mood will enhance learning & retention #tchatCatherine Chambers


A2 We should get rid of or make the behind-the-scenes culture transparent, the clients who’ve done that have really succeeded #TChatMelissa Lamson


A2 – Like DrJ says you’ve got to involve humans – start a mentoring process. Assign a “buddy” to walk with them thru the onboarding #tchatRichard S Pearson


A2 The “social” or any culture should be part of the CO DNA & deffinitely reflected +++ in the “onboarding” process #tchatCASUDI


A2: make sure ppl understand the culture, get outside & internal feedback. find a way to make it actionable for all to participate #tchatPlatinum Resource


A2: Company’s social media can help describe the onboarding process and make it more interactive, ie. Yammer, etc. #tchatFord Careers


A2: Company’s social media can help describe the onboarding process and make it more interactive, ie. Yammer, etc. #tchatEmilie Mecklenborg


A2. Create behind-the-scenes, impromptu workplace setting. #tchatSheree Van Vreede


A2: through informal initiation rituals-welcome breakfast, new employee project (blog post, video, or other creation) etc. #tchatCatie Maillard


A2. Allow your new employees to meet current employees that seem to OOZE conviction of their love of the company. #tchatAshley Lauren Perez


A2 Assign a transitional culture “mentor”. Helps with info about company language, politics, etc. #tchatMarla Gottschalk PhD


#Tchat A2 Hiring mgr. should host a lunch or b’fast for new person so new employee has chance to meet team members and ask questions.Cyndy Trivella


Absolutely! Tell us more Steve > @swoodruff: A2: Storytelling is one great avenue #TChatMeghan M. Biro


A2: Social Video #TChatSean Charles


A2 There is no way to standardize knowledge across say engineering/ R&D and supply chain or accounting #tchatObjectiveli


A2: need to make the whole process more FUN! #TChat why do we have a party when someone leaves, but not when they join?Alex Raymond


A2: Get the new employee integrated into their dept right off the bat…don’t keep them singled out til you go thru the steps #TChatBarb Buckner


A2 every new employee should have a mentor to engage them into culture and company traditions #tchatErin Nemeth


A2:  There is only so much BTS culture info you can cover during the formal portion – the tone/voice & the topics discussed can help #tchatBright.com


A2: Storytelling is one great avenue #tchatSteve Woodruff


#Tchat A2 As new employees R brought in, it’s important to expose them to many ppl in first few days so they can begin connecting the dots.Cyndy Trivella


A2 I think thats why Social Media, cannot completely work – as most of it is at the level of teams #tchatObjectiveli


A2 Tacit Knowledge = Teams and Smaller Groups, and not the company/ brand #tchatObjectiveli


Q3: Who’s responsible for cultural acclimation, training & retention at & beyond formal & informal onboarding & why? #tchatMarla Gottschalk PhD


A3: Is it not the entire #leaderships’ responsibility and the company teams’: culture is omnipresent. #tchatLori King


A3: As I always stress with #candidateexperience, be sure internal culture is what you are depicting.  No bait/switch with onboarding #tchatSabrina Baker


This!! -> MRT @EmilieMeck: A3: Worst thing you can do: come out w/ bells &whistles &then drop off &leave them feeling abandoned #TChatBarb Buckner


A3.  The supervisor is closest to the new employee and can make the biggest impact.  #TChatClark Wells


A3: Worst thing you can do is initially come out with bells and whistles and then drop off and leave them feeling abandoned #tchatFord Careers


A3: Worst thing you can do is initially come out with bells and whistles and then drop off and leave them feeling abandoned #tchatEmilie Mecklenborg


A3: leaders take the lead, but not always. it can be other mentors who make a difference. Don’t dismiss your impact on others #tchatPlatinum Resource


A3: This is where having passionate and trained employee brand ambassadors come in handy. #TChatSean Charles


A3: Everyone. We all make our workplace a better or worse place to be. #tchatRob McGahen


A3: Well, depends on the company size and structure, but management (that should include #HR), supervisors, peers, mentors… #tchatKevin W. Grossman


@BrentSkinner has a point – A3: employees need to take ownership as well if they wish to grow with the co or promote #TChatBarb Buckner


A3 it is not HR’s job. It is the job of manager & employee? We are not their parents! #tchatInsight72


A3. Ultimately it’s the individual who chooses to adapt their behavior or not.  Sometimes you don’t want them to adopt the culture. #tchatDr. John Grinnell


A3: Managers should ensure that staff have access to resources. A personal  interest in learning will increase learning opportunities #tchatCatherine Chambers


A3:  Anyone that wants to ensure the employee is successful. #tchatSalary School


A3: Onboarding should be equally beneficial to all those involved – not just the new hire – so I say mix it up with all levels. #tchatSteve Sisko


A3:  It is leaders who set a tone.  #tchatEarly Careerists


A3 Everyone wld b best answer but not realistic.  Mentor takes lead.  Shld be appointed responsibility.  #TChatMary E. Wright


Yep! MT @TerriKlass: A3. There needs to be ownership by everyone to welcome a newbie – formally and informally. Not just #HR. #tchatJocelyn Aucoin


A3. Leaders. #TchatJoe Sanchez


#tchat A3: Since culture is important to all companies, we believe that it is a year round investment to maintain culture.Teamalaya


“@AshLaurenPerez: A3. Everyone. We all play a major part in the company’s culture.  #tchat” spot onSasha Taylor


A3 my best exp w onboarding was meet w HR then 1:1 with leaders of each department. Learned a lot. Networked. Not an unknown body #tchatErin Nemeth


A3: Everyone. Because we all have to strive to make the workplace better. #tchatRob McGahen


A3 – In general, it’s the responsibility of those in “charge”, the leaders of the company should always pave the way! #tchatRutterNetworkingTech


A3: It’s a team effort that requires each member to play their role to ensure the onboard is smooth #tchatJen Olney


A3 This heads towards “Talent Communities” yes? All are responsible #tchatKeith Punches


A3 And there should be another onboarding training for experienced hires (managers) #tchatObjectiveli


A3. There needs to be an ownership by everyone to welcome a newbie both formally and informally. Not just HR. #tchatTerri  Klass


A3 it ha to be both the line manager & the individual. 50/50% accountability. We don’t employ children? #tchatInsight72


A3: In a culture of learning vs. a culture of training – we are all responsible. Self Mastery is the foundation of a learning org. #tchatCatherine Chambers


A3: Best onboarding is when New Hire can sit w/ someone from each team – gets great understanding of entire process & their role #tchatFord Careers


A3: Best onboarding is when New Hire can sit w/ someone from each team – gets great understanding of entire process &

their role #tchatEmilie Mecklenborg


#tchat A3: We believe that organizations should invest in these, as it saves money long term. (That’s why we built the platform!)Teamalaya


A3: The “responsibility” goes to the manager. Others are important, but there has to be a steering wheel to keep it on track. #TChatTom Bolt


A3 Team leaders should have a role in this – schedule lunches – help them establish networks. #tchatMarla Gottschalk PhD


A3 Onboarding should be part of the level1 training of all managers. #tchatObjectiveli


A3: Devil’s advocate: When does it become just as much the employee’s responsibility? #TChatBrent Skinner


A3: formally = managers, informally = co-workers. It’s a team effort, and family environment. Help each other, don’t just compete #tchatPlatinum Resource


A3: Starts with HR as a base point for the new employee but batton gets passed to their manager to keep up with it as well #TChatBarb Buckner


A3 Everyone has some part in it #TChatJess ‘Babs’ Bahr


A3: The best onboarding I’ve ever participated in involved a little bit of everyone.  Started with #HR and moved on from there #TChatSabrina Baker


A3. In a perfect world *Everybody* Culture is a team sport. #TChatSean Charles


A3. Don’t forget to empower new employees with their own onboarding process. Give them the tools to assimilate how the like.  #tchatJocelyn Aucoin


A3:  Leadership!  It’s incumbent on leaders to bring new team members into the fold.  #TChatEarly Careerists


A3: Everyone is responsible, it should be the culture of the agency. #tchatRobert Rojo


A3: first responsibility goes to that person’s boss, then colleagues, and other departments etc #tchatPlatinum Resource


#Tchat A3 It’s important for new employee to seek out answers, assistance and request what is needed. They should not expect to be babysat.Cyndy Trivella


A3:  The manager should take point and be aware of how the new EE adjusts.  I agree though, everyone plays a role in the process #tchatJoshua Barger


A3 HR for consistency in practices. Manager for accountability and performance ratings. All employees for culture engagmnt #tchatErin Nemeth


A3: Sometimes there is a department mentor or someone who the new hire will shadow for first few months. #tchatFord Careers


A3. HR+Departments+Boss+Mentors are all responsible. It takes a village. #tchatTerri  Klass


A3. #HR mostly  your on boarding buddy, and everyone else (in that order) #TchatDave Ryan, SPHR


A3:  Truthfully?  Everyone.  All it takes is 1 bad experience to sour someone. #tchatBright.com


#Tchat A3 1st responsibility is on the hiring mgr., then everyone else in the company. Think “it takes a village.”Cyndy Trivella


A3. Everyone. We all play a major part in the company’s culture.  #tchatAshley Lauren Perez


Q4: When does formal onboarding make the most sense & why? #tchatMarla Gottschalk PhD


“@ShimCode: A4: IMO, spending the 1st day being talked at by an HR drone & going through ‘enrollment crap’ is a total downer! #tchat” +1Sasha Taylor


A4: Mass hires 4 massive projects necessitate formal onboarding component – e.g., new restaurant hiring entire staff. #TChatBrent Skinner


A4: If fun, and aligned with the actual culture of the org (not just the training room) formal f-t-f onboarding can be great #tchatCatherine Chambers


A4: Blended learning works best. Formal onboarding can be engaging. Formal can = consistent message and positive initial experience. #tchatCatherine Chambers


A4. One thing to remember is not to skip onboarding even if things get busy.  #tchatTerri  Klass


A4: Candidate was hired for their great skills, they’re not incompetent – just new. Give them resources, provide guidance. #tchatEmilie Mecklenborg


A4 – Face to face may not always be necessary, but it should always be considered. Nothing beats face time! #tchatRutterNetworkingTech


A4: Formal to me means “On Purpose”. In that case all our processes should Formal #TChatSean Charles


Good strategy “@EmilieMeck: A4: Should be a mix of formal and informal onboarding. #tchat”Nissrine Ghannoum


A4 I appreciate access to human beings if I am learning a phone or computer system! #tchatMarla Gottschalk PhD


A4. Informal begins at time of hire and continues throughout. Never stop encouraging informal. #tchatTerri  Klass


A4: Formal onboarding does not mean list of “thou shalt not” rules. Informational links to intranet can be instructive. #TChatTom Bolt


A4: Always to start. That way the expectations are always made known before bad habits can form. #tchatRob McGahen


A4: Formal should begin during their initial orientation/in-processing, that will set the tone and expectation. #tchatRobert Rojo


A4 Really does depend on the content – sometimes face to face contact is necessary to relay the information… #tchatMarla Gottschalk PhD


A4: IMO, spending the 1st day being talked at by an HR drone & going through ‘enrollment crap’ is a total downer! #tchatSteve Sisko


A4: Always at the start. The informal stuff comes as they learn the culture. #tchatRob McGahen


A4:  Probably makes the most sense when there are large groups of new hires and it isn’t possible to give enough personal attention #tchatBright.com


A4 JUST before you start (FORMAL) ~ informal before that & during recruitment & informal once you start = a workable balance #tchatCASUDI


A4: Formal onboarding s/b occurring from the recruitment process until the end of the first year. Informally after that.  #tchatSalary School


A4: Structure to on boarding makes what could be an overwhelming chaotic experience seem more orderly #TChatJess ‘Babs’ Bahr


A4 Define “formal onboarding.” #TchatJoe Sanchez


A4 Some key policies Sexual Harassment, Security, Patents, Communicating outside your group, talking to press etc #tchatObjectiveli


A4. Formal on boarding is best used to prevent internal politics reassigning wrong people to a unit undergoing transformation. #tchatDr. John Grinnell


A4: formal on boarding to get the basic rules, regulations etc down.  #tchatPlatinum Resource


A4:  Extremely structured & controlled environments where each EE must receive the exact same orientation / training. #tchatJoshua Barger


A4: Should be a mix of formal and informal onboarding. Formal gives it structure & consistency while informal gives it personality #tchatFord Careers


A4: Should be a mix of formal and informal onboarding. Formal gives it structure & consistency while informal gives it personality #tchatEmilie Mecklenborg


A4 – when it’s a very structured position, where the new peep could not know what is expected – a formal process is needed. #tchatRichard S Pearson


A4 Without manager buy-in, onboarding programs will fail. HR can create program, but onboarding is responsibility of hiring mgr. #TchatCyndy Trivella


A4: In highly regulated industries. Mandatory coverage of certain points are necessary, but does not have to be death by PowerPoint. #TChatTom Bolt


A4 Formal onboarding is first week of employment. Informal is everything before and after. Recruiting thru one year review #tchatErin Nemeth


A4: During “group” onboarding sessions – easier to get the info across in one swoop (ideally) #TChatBarb Buckner


#Tchat A4 For any onboarding to be successful, company must train management on process and provide all necessary tools and directions.Cyndy Trivella


A4: There should be a structure to orientation, when you are brand new to an org, you need to have a proper introduction 2the company #tchatJen Olney


A4. Formal onboarding is needed for technical information and company pol

icies that all newbies need. #tchatTerri  Klass


#Tchat A4 Technically onboarding begins at the interview stage, but the “formal” begins at the acceptance of the offer.Cyndy Trivella


Q5 Culture simply can’t be automated. However, tech could facilitate “meet ups” and other face to face opps. #tchatMarla Gottschalk PhD


A5: Regardless of automated processes, there should always be an informal, human touch to onboarding. Engage the new hire. #tchatFord Careers


True :) @TalentCulture: YUP @mrgottschalk @RRojo619 @nicoleoch A5 Companies have to embrace the #hrtech.  Good luck with that one. #tchatRobert Rojo


YUP @mrgottschalk @RRojo619 @nicoleoch A5 Companies have to embrace the #hrtech.  Good luck with that one. #tchatTalentCulture


A5: *Some* #hrtech can facilitate communication thru new channel, but #hrtech plays small role @ best in #onboarding. #TChatBrent Skinner


Interesting** @ShimCode: A5: Unless you’re startup (even then,) recommend against developing deep friendships #tchat topic 4 future chat?Meghan M. Biro


“@ilovegarick: A5 Support a culture of #community building. Foster friendships in the work environment #tchat” +1Sasha Taylor


A5: Unless you’re in a startup (even then,) I’d recommend against developing deep friendships and a soul mate.  #tchat topic 4 future chat?Steve Sisko


A5. “You’re hired” starts the preboard. Building informal relationship with sponsor. Onboarding continues the process with the team. #TChatClark Wells


A5: Someone, plz stop us from saying #socialmedia as the answer…again. I’m not sure if #hrtech *can* help “informalize” onboarding. #TChatBrent Skinner


A5. Food can be very helpful during the onboarding process.  #tchatTerri  Klass


A5: Use #HRTech for onboarding EE’s to introduce them to your internal social networks not just the office #TChatSean Charles


A5: Onboarding informal process could be video of employees of various titles and positions talking abt their experiences w/ company #tchatFord Careers


A5: Onboarding informal process could be video of employees of various titles and positions talking abt their experiences w/ company #tchatEmilie Mecklenborg


A5. HR tech needs to be part of the design for onboarding and collaborate with HR and departments and mentors. A “village” #tchatTerri  Klass


A5: Videos that explain procedures & provide insight into org. culture They can be shared in advance & enhance face to face sessions #tchatCatherine Chambers


“@NickKellet: A5 Onboarding should be a celebration. A time to take time out & welcome new people. Time to make them feel valued. #tchat”Chris Gabaldon


A5: Until computers have better instincts than humans, we need to be in charge of the process. #tchatRob McGahen


A5: make connecting on #SoMe a game and comp bonding activity. Get ppl moving & really mtg actively, not passively #tchatPlatinum Resource


A5 technology should not replace human interaction. It’s used for compliance and signing bennies etc #tchatErin Nemeth


A5: Automation is great but sorry to say a lot of ppl still do not have access to it and/or don’t want to embrace it! #tchatRobert Rojo


+++1 “@ilovegarick: A5 Support a culture of #community building. Foster friendships in the work environment #tchat”MeeoMiia™


A5 Each employee associated w nu hire ASKS ~ how can we make your onboarding easier & more fun? what can we do 2 help? #tchatCASUDI


A5 Hire to Retire, ATS & Onboarding systems should be connected for flexbible, adaptable, ~relevant~ content / workflows #tchatKeith Punches


#Tchat A5 Technology is not a replacement for the human touch. It’s there to expedite processes, not hinder communication.Cyndy Trivella


A5: This is another need Teamalaya wants to fill. Formal OB is important, but informal gets your new hires comfortable. #tchatTeamalaya


BAM! @emiliemeck A5: Regardless of automated processes, there should always B an informal, human touch to onboarding. Engage new hire #tchatSean Charles


A5: Offer material on company discounts, fun info facts, etc. #tchatFord Careers


A5: Offer material on company discounts, fun info facts, etc. #tchatEmilie Mecklenborg


A5: Simplified web resources & a #SocMed mindset is great, but have a people component also. #tchatSalary School


A5. Try to have someone take the new employee to lunch (and  buy) on their first day #TchatDave Ryan, SPHR


A5: informal onboarding using tech can include; VC; Social Media through private groups like Facebook, Jammer, etc #tchatMelissa Bowden


#Tchat A5 Technology should be used to make processes easier. If it doesn’t, it will only frustrate ppl. Often times it’s user error.Cyndy Trivella


A5:  Something as basic as communication.  Have the mgr interact with the new EE, bring them up to speed, etc., before they start #tchatBright.com


A5: promote connecting through good ole ice breakers! bingo ice breaker anyone? the prize is connecting through #SoMe #tchatPlatinum Resource


A5: Regardless of automated processes, there should always be an informal, human touch to onboarding. Engage the new hire. #tchatFord Careers


A5: Regardless of automated processes, there should always be an informal, human touch to onboarding. Engage the new hire. #tchatEmilie Mecklenborg


A5 Support a culture of #community building. Foster friendships in the work environment #tchatGarick Chan


A5: Reach technology way into the onboarding process and make it part of the pre-hire process #HRTech #TChatAlex Raymond


A5 Onboarding should be a celebration. A time to take time out & welcome new people. Time to make them feel valued. #tchatNick Kellet


Let’s STAY HUMAN +1 @CASUDI: A5 F2F a prirority #tchatMeghan M. Biro


A5 F2F a prirority #tchatCASUDI


@MRGottschalk A5 Companies have to embrace the #hrtech.  Good luck with that one. #tchatNicole Och


#Tchat A5 Informal onboarding can begin as soon as interview process, so technology can be vehicle to convey communication to candidates.Cyndy Trivella


A5: amazing #onboarding, #social perf mgmt, #CRM, #chatter or similar internal social + rewards and recognition #tchatJohn T. Lawrence




	Social Networking For Career Success				
/1 Comment/ /by 
Today’s post is by Miriam Salpeter — owner of Keppie Careers. She teaches job seekers and entrepreneurs how to leverage social media, writes resumes and helps clients succeed with their goals. Miriam writes for U.S. News & World Report’s “On Careers” column, CNN named her a “top 10 job tweeter you should be following” and Monster.com included her in “The Monster 11 for 2011: Career Experts Who Can Help Your Search.” She blogs at KeppieCareers.com and GetASocialResume.com.


Why do companies hire the people they hire? Is it always because the selected candidate is the absolute best qualified to do the job? It’s hard to quantify, but my guess is probably not. Hiring is a complicated art involving selecting a person to do a job, but, often more importantly, someone who is a good “fit” for the role.


Think about interviewing someone to join your family – someone you need to see and spend a lot of time with for the conceivable future. You may be interested in particular skills, depending on your family’s culture. (Cooking? Softball? Driving?) At the end of the day, you probably want to select the one who won’t annoy or embarrass you; someone willing to pitch in (even if it is not his or her job), the candidate who can communicate – and who people like to be around.


It’s not surprising to learn these emotional intelligence skills are gaining more focus and impacting job seekers. A quick definition is in order. Here is one that I like and is easy to understand from Mike Poskey, VP of Zerorisk HR, Inc:




Emotional Intelligence…is defined as a set of competencies demonstrating the ability one has to recognize his or her behaviors, moods and impulses, and to manage them best according to the situation.




Companies are incorporating emotional intelligence into their hiring processes, with good reason. The Sodexo(one of the largest food services and facilities management companies in the world) blog reminds readers that “businesses that will succeed in the 21st century will be the ones that allow employees to bring the whole of their intelligence into the work force – their emotional and intellectual self. Not only does this impact morale, but productivity increases, too.” A recent study from Virginia Commonwealth University shows that “high emotional intelligence does have a relationship to strong job performance — in short, emotionally intelligent people make better workers.”


To be successful in a job hunt, you not only need to demonstrate an association between what the employer wants and your skills and accomplishments, you need to be able to tell your story in a way that makes it obvious you have the emotional intelligence/emotional quotient (EI/EQ – or soft skills) to fit in. Companies want to hire a candidate who will work well in the team; they all seek someone who will contribute and get the job done with finesse. Most seek employees they will trust to represent the company graciously. No one wants to be embarrassed.


This is why social media is such a great tool for job seekers. A job seeker with a pristine online portfolio and nothing questionable in her digital footprint makes a strong case for actually being someone who knows how to negotiate the digital world where we all function.


Using social networking tools to illustrate your expertise can provide entree into a network of professionals writing and talking about the topics important for you and your field. If, for example, you write a blog to showcase your knowledge of the restaurant industry, or use Twitter and Facebook to be sure people understand you know a lot about finance, you have a chance to connect with multitudes of potential contacts, any one of whom may connect you to the person you need to know to land an opportunity.


At the same time you demonstrate your expertise online and grow your network, you are also giving people a taste of the type of person you may be in person. Granted, some people have a distinct online-only persona. Many of us know people who seem mean and spiteful online and are amazing friends in person. Certainly, the opposite is possible.


However, for the most part, it’s safe to assume how people act and communicate online represents how they behave in person. When we get to know people via social media, by sharing tweets (including those all important personal tweets about what we’re eating, watching, and doing for the weekend), trading comments on blog posts, and keeping in touch via Facebook and LinkedIn, we are part of the longest job interview – with a very long “tail.”


No doubt, for some people, social media is dangerous for their job search. The people who aren’t attentive to details (and don’t untag themselves in inappropriate photos), the ones with short tempers and no filter who share every thought, and those who complain about people or things and appear excessively negative online. In an environment where employers are reviewing digital footprints, those people, who are not illustrating high levels of emotional intelligence, may have difficulty landing jobs.


The flip side? If you know your business, connect and share easily online, make new friends and contacts, and try to give at least as much as you hope to receive, social media may be just the “social proof” you need to help you stand out from the crowd.


My book, Social Networking for Career Success, shows you how to leverage the “big three” tools (LinkedIn, Twitter, and Facebook), and describes how blogging and many other social media tools can help job seekers distinguish themselves. Learn more at www.socialnetworkingforcareersuccess.com. Download a free chapter HERE.


Miriam Salpeter, MA

Coach, Speaker, Author


Empowering Success

http://www.keppiecareers.com


Take a look at what people are saying about Social Networking for Career Success, just released by Learning Express, LLC. Copies are available from Amazon or your favorite bookseller.


IMAGE VIA www.socialnetworkingforcareersuccess.com/


	Communities Go Mobile With Real World Exploration Apps				
/ /by 
Thanks to a new set of location-based mobile applications that have cropped up over the past year, our social interactions online are beginning to impact our real world lives in very real ways. Here’s how they work now:


    

  1. Users open a location-based mobile application like Whrrl, Foursquare or SCVNGR and find recommendations from other users for how to experience different places near them.
    2. 

  2. Within the applications, users bookmark recommendations that they want to do.
    3. 

  3. Users then use their virtual to-do lists to explore the world around them.
    4. 



Here’s a use case: I’m waiting in line at the ticket booth of the San Diego Zoo. To kill time, I open my Whrrl application. I view a few recommendations from other users who have been to the zoo. One recommendation from a friend of mine says, “Get to the back of the zoo right when it opens. You’ll get to see the lions eating their breakfast.”


I think to myself, “I don’t want to miss that!” and I dog-ear that recommendation. Forty minutes later, I’m watching the lions chow down with a few other spectators who were wise enough to download Whrrl. The rest of the park is waiting for the sloth exhibit in the front of the zoo to open. I click the “I did this” button on Whrrl and my friend who made the recommendation about the lions receives a reward within Whrrl.


That reality is evolving quickly, and with it, affiliate marketing is about to change forever.


Recently, Foursquare released its “Add to Foursquare” button, which allows anyone to tag places (and eventually recommendations) into the Foursquare network from anywhere on the web. Here’s where the fun begins. Remember that old  pay-per-click model affiliate marketers used to base their income on? It’s about to be taken to the real world. Here’s how these location-based exploration apps are going to work after a couple of more years of innovation:


    

  1. An affiliate marketer or influencer will be given designated links to specific recommendations and will plant those links using technology like the Foursquare button.
    2. 

  2. Users will add those recommendations to their virtual to-do lists, and the marketer or influencer who planted the recommendation will be compensated for the real world “click.”
    3. 

  3. If a user acts on the recommendation on his/her to-do list, the marketer will be paid even more.
    4. 



When this world becomes a reality, my friend who made that recommendation at the San Diego Zoo will be compensated with a real world reward (monetary or otherwise). That new incentive may be enough motivation for mass adoption of mobile applications that guide real world experiences.


This is how technology will drive real world action. This is how social influence online can translate to the real world. So what does it mean for your social community? It means that with every new innovation in location-based technology, we are closer than ever to breaking down the boundaries between online and offline experiences.


Twitter chats and LinkedIn groups are on the verge of becoming experience-based, not just interest-based. Niche social networks on Ning will provide digital incentives for real world experiences. Facebook groups will be married to verticals of exploration and activity. As community managers, we no longer need to limit our thinking to what our communities can talk about on discussion boards, chats and blogs. We can now start to strategize about enriching our community members’ lives while they aren’t sitting at their desks pounding away on their laptops.


If you haven’t tried out a location-based app like Whrrl or Foursquare, I highly recommend it. Understanding the dynamics those applications use will be key to running a successful community in the very near future.