The big question: Can managers effectively integrate new hires into a company work culture when everyone is working from home? The answer is a resounding yes. But how?
To explore this question further, Meghan invited John Baldino to share strategies that can help businesses successfully hire and onboard top talent remotely. John is the president and founder of Humareso, an HR firm that’s helping organizations not only manage their talent, but better onboard new hires into the culture.
John stresses communication as a key component of any culture, but especially important for remote workplaces. Seasoned employees may have the advantage of familiarity, “but that’s not really fair to the new person coming in,” John said. Managers need to take an intentional approach to communication that isn’t just about the nuts and bolts of tasks at hand, as Meghan noted. It’s got to have plenty of room to be human and have real conversations.
Where are the blind spots? Look at the camera, John said. Too many of us don’t know where to look, and that can make for very awkward meetings. And that’s as true for managers as for anyone. So we all have to make sure we’re comfortable with the tech. And don’t try to make eye contact, because it doesn’t translate on video. You’ll look like you’re not looking at the person you’re talking to. Just making sure the tech is up to date is important as well, and that’s every company’s responsibility. We all have to get more comfortable with the technology and being remote, Meghan said. It’s a steep learning curve, and we’re still on it.
So much has changed in the process of hiring. Consider the old normal orientation schedules — which played an effective role in portraying a company’s culture. Now we need to deliver that via chat across managers and departments, said John. But you can’t glean the essence of a culture (let alone participate in it) in just a few days of Zoom calls, Meghan said. Build in the time to let it all sink in. And make sure your managers have the resources they need to support new hires, and can provide flexibility to accommodate the new work/life construct.
Listen to the full conversation and see our questions for the upcoming #WorkTrends Twitter Chat. And don’t forget to subscribe, so you don’t miss an episode.
Twitter Chat Questions
Q1: Why do organizations struggle with onboarding? #WorkTrends Q2: What strategies help bring new hires into the work culture? #WorkTrends Q3: How can leaders better shape an onboarding strategy? #WorkTrends
https://talentculture.com/wp-content/uploads/2020/07/Puzzle-FINAL.jpg6001018TalentCulture Teamhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team2020-07-20 08:15:402021-02-16 19:11:42#WorkTrends: Incorporating New Hires into Work Cultures
In today’s blog, let’s consider the orientation process. I see organizations investing heavily in getting the right people hired, but then failing to introduce, immerse, and train them correctly to support the talent’s future success. Many companies or departments adopt a sink-or-swim strategy, whereby they throw new people onto the front line – if they swim, then great, but if they sink, then the company just moves onto the next hire. This is a terrible waste of talent.
Research suggests that an employee’s start to a company is a critical part of the overall employee experience affecting retention, performance, and productivity. So ask yourself, how much of your high annual turnover and performance issues can be avoided by introducing your new people to your company in a way that orients and integrates them?
Before we get started, it is important to differentiate between orientation and onboarding:
Orientation takes place on the first day or two.
Onboarding occurs in the first 30-60 days as you get staff trained and certified to perform in a new role.
Today, our focus is on the orientation – what the first day or two on the job should look like.
When I worked with The Ritz-Carlton Hotel Company, then CEO Horst Schulze would remind us that an employee’s first day is when they are most open to change. What they experience on that day orients them to the priorities of the company. So, what priorities do you communicate?
Do you have new hires complete a lot of paperwork, thus making paperwork a priority?
Do you review pages of rules, which imply that rules are a priority?
Do you put your new hires to work on day one, indicating that completing tasks are the most important priority?
Or, do you deliver a great first impression that focuses on the right things, such as introducing your brand, culture, and customers?
What are the right things? For me, the first thing to introduce is the brand. Specifically, this refers to what you do, whom you serve, and what makes your business unique. It is important to involve your marketing team in this overview, which should excite your new staff about the brand.
Provide a history lesson of the company, highlighting key facts, ownership, and key executives. I think this is a great opportunity to involve the owners or senior executives to set the stage with your new people. New hires begin to set a sense of belonging and their role in where the company is going.
Next, introduce your customers and what their expectations are of the company and staff. I like to introduce some high-level service skills and the mindset required. After all, for most organizations, customer service is an important priority.
Finally, ensure you provide a detailed introduction to the values of the company. In a previous blog, I discussed how values are more than some philosophical B.S. Values should define how staff act and interact with each other, their customers, the community, and the company itself. For me, this is where the most time should be spent on day one.
I know you will still have a need (and want) to do paperwork and review rules as part of the new hire’s introduction, but try and keep that until day two or move these tasks online, whereby they can be completed prior to their important day one experience.
Commit to making day one something your new employees will talk about, or even rave about! Set the stage for what you hope your new staff will do with your customers so that they understand what the real priorities are for the business. Make your new employees’ first day an experience and then spend the onboarding process, which we will review in my next blog, on how to deliver a great experience to your customers.
Thanks for reading my blog. If you’d like a comprehensive look at the Culture Hacker Methodology, then check out my book on Amazon or on Barnes & Noble. Also, for best practices and insights from today’s cutting-edge leaders in company culture, check out the Culture Hacker Podcast on iTunes.
https://talentculture.com/wp-content/uploads/2017/10/Orientation-and-Onboarding-Your-Sink-or-Swim-Strategy-Is-a-Terrible-Waste-of-Talent.jpg400699Shane Greenhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngShane Green2017-10-09 06:30:282020-07-24 14:06:39Orientation and Onboarding: Your Sink-or-Swim Strategy Is a Terrible Waste of Talent
Let’s assume it is Monday morning where you work. Is it fairly safe to assume that you have a group of new employees sitting in a classroom being oriented to your organization? Is your organization still running classroom-based orientation sessions?
I’m not saying you should immediately abandon all classroom-based orientation sessions. However, it’s time to consider whether or not you’re in a rut of doing orientation the same way. For sure, you need to get new employees to sign forms, but even that can be done online before or on their first day.
The challenge with classroom-based orientation is that new employees need to wait until the next in-person session. That session may be weeks from their start date. Also, if they don’t work at your head office, then they are out of luck. No meet and greet over coffee and donuts for them.
Then there’s the challenge of booking the speakers (senior executives) to do their half hour presentations about their areas of responsibility. Once booked they dutifully show up to go through their slides. That’s quite an investment of senior leadership time.
Here are 5 reasons why online orientation and onboarding is better than classroom-based:
Reason #1. Online orientation meets the needs of your geographically dispersed new hires
First of all, you already know that it is way too expensive to fly regionally or globally dispersed employees to the ‘corporate’ in-person orientation session. However, you also think they deserve the same great orientation as other new employees at head office.
Online orientation and onboarding solves that problem. Every new employee is treated the same, no matter the location. They participate in a great orientation and onboarding process when they need it.
Reason #2: Online orientation ensures even your less than effective managers will be well prepared for their new employees
Really effective managers will automatically support and deliver well planned orientation and onboarding. What about the other managers who do a poor job of orienting and onboarding your organization’s new employees?
An online orientation and onboarding process solves that problem. All managers are given online notifications of when their new employees are going to start as well as a personalized preparation checklist. Your Human Resources team can monitor, through online reporting, the readiness of the managers for their new hires. Then it’s an automated process for new hires to start their online learning path on their first day. All it takes is a computer and an access code.
Reason #3: Online orientation helps you curate much need content for new hires
It’s mega-information overload for new employees. There’s an abundance of information they could potentially access and browse once they join your organization. In the same way that internet content is curated, you need to curate the organizational content (knowledge) for your new hires.
An online orientation system helps you to effectively organize and point to the most important tools, resources and online materials your new employees should browse during their first weeks and months on the job.
Reason #4: Online orientation makes it easy to update content so it’s ever green
Nothing stays the same. The value of online resources is that they can be and are usually updated regularly by their resource owners. So, all you need to do is point the new hires to the most important areas of your organization’s internet and intranet sites. They get instant access to the most relevant materials, tools and resources. No more running around making copies of materials to hand out to new hires.
Reason #5: Online orientation gives you better tracking and reporting of new hire orientation completion
Compliance is important when it comes to orientation and onboarding. Is safety a big issue for your organization? Or maybe, it is risk and/or security. Whatever the compliance challenge, an online orientation and onboarding process will provide you with the reporting you need to ensure your new employees are getting the training they need.
Online Orientation Software
Orientation and onboarding software already exists to help you customize your organization’s new hire process. So, what are you waiting for? Handing out orientation binders full of soon to be outdated materials is so old school. It’s time to bring your orientation and onboarding process into the computer age.
https://talentculture.com/wp-content/uploads/2015/08/Join-Online-.jpg6001018Valerie Dixonhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngValerie Dixon2015-08-12 11:05:092020-08-12 11:45:38Why Online Onboarding Is Better For Your Employees
I have worked at places where onboarding is little more than filling out a stack of paperwork. New hire training and orientation are a matter of being thrown in the midst of things and trying to figure out what to do. Such a welcome to a new job can leave an employee feeling like their new employer cares little for their success. Regardless of the size of your company, creating a plan for onboarding and new employee orientation is important to employee retention.
Use Orientation To Review Policies And Company Culture
Onboarding includes everything from new hire paperwork to orientation and training. Orientation is more than simply having a new employee read your handbook. It should include a thorough review of important policies, benefits, expectations and company culture. Do not just read policies to new employees. Include examples of how those policies apply to the workplace, and make it interactive to keep people interested. I like to include a quiz with prizes at the end as a fun way to review important points.
Large companies typically have enough new hires to justify weekly orientation or even a monthly orientation that employees attend within their first few weeks. Small businesses can take a different approach. Consider a one-on-one meeting where a manager or another employee sits down with the new hire to go over important policies and to answer questions. This can be followed up by a quarterly orientation for everyone hired within the span of a few months.
Have A Plan For An Employee’s First Few Weeks
Start with the first day. Have all new hire paperwork ready to go when the new employee shows up. Designate the manager or someone else to give the employee a tour of the workspace and introduce them to their new coworkers. Plan lunch with the new employee and several people from their department as a way to welcome them to the team.
Develop a plan for an employee’s first few weeks on the job. Create a training checklist that shows what the employee should learn, and determine who will be responsible for training the employee. Use the training checklist as a way to measure progress and to determine what areas the employee may need additional training on.
We shortchange our new employees when we do not provide the training necessary to do their jobs. Set clear goals and communicate those to employees. Make time to check in regularly with your new employee to ensure that they are comfortable in their new job.
Lay The Foundation For A Good Employee
Taking the time to plan out the first few days of employment lays the foundation for a good relationship with an employee. It is not enough to throw a new hire into the deep end and expect that they will learn to swim through the corporate sea without training that has been well thought out. Good communication is the key to a successful relationship with an employee, and the onboarding process is an excellent way to create that from the beginning.
Proficiency is the quality of having great facility and competence. Every job requires that certain job competencies be demonstrated to a certain level of proficiency. Competencies are a set of observable behaviors that provide a structured guide to help identify, evaluate and develop key knowledge, skills and attitudes to perform the job effectively. Some of these competencies could include communication, problem-solving, and customer service.
So, how long should it take your new employees to become competent and demonstrate the required level of job proficiency? What new knowledge and skills do they need to learn?
Identifying The Proficiency Gap
Your new employees need to take in and process a lot of information during the initial months on the job. Knowing how to accelerate the acquisition of job knowledge and skills from point ‘A’ to a higher point ‘B’ level, requires identifying your new employees’ current knowledge and skills and comparing them to their expected job performance knowledge and skills. The difference between the ‘current’ and ‘required’ knowledge and skills is called the personal job proficiency ‘gap’, i.e., what they need to be learn to become proficient in their job.
New employee job proficiency gaps can be identified by:
Asking new employees to complete one or more self-assessments to assess their own job competence / proficiency level
Conducting tests / quizzes to assess key knowledge and skills levels
Observing (job shadowing) new employees as they perform their jobs, given specific work assignments
Checking off descriptions (checklist) of what job competencies you see them demonstrate
Asking your new employees specific performance assessment questions
Information Processing For Proficiency
From the first day of employment, your new employees begin comparing what is similar to or different from their previous jobs. For example, almost every job requires the use of computer systems and applications. When the computer system and applications are the same or very similar to what your new employees have used in the past, then their time to competence, or proficiency, is very fast.
Today’s software tools, of course, are better than ever at helping to measure and motive new employees and guide the onboarding process faster. Some new employees, who have limited computer expertise, may require in-depth training, reinforcement and coaching to achieve the required proficiency level. Fortunately, the top SaaS tools are pretty simple to pick up so there’s really no excuse anymore to leave the old paper based approaches to onboarding.
Organizational Language Proficiency – Terms And Acronyms
Have you ever listened to a group of your employees talk about a business challenge while standing in the hallways or during meetings? It often sounds like they are from a different planet. They are using terms that only someone from that area of your business or profession could understand.
Business-speak happens in every organization. Being oriented to a new organization means learning the organization’s language. Don’t underestimate the negative impact on your new employees’ performance when they can’t quite understand what people are saying, especially in meetings.
One of the fastest ways to achieve proficient performance is to be upfront with your new employees about the language (terms and acronyms) used in your organization. Give them access to a well-designed glossary that also includes the meaning of acronyms. Spend time explaining key terms / terminology, with examples and analogies, so they understand the key concepts used within your business or industry. The sooner they can really understand what is being said and speak the language, the faster they will demonstrate competent performance.
Time To Proficiency Advantage
Helping your new employees become proficient faster will make them more valuable to your organization. The key to achieving this result is a well-designed online orientation and onboarding process that accelerates your new employees’ time to proficiency.
Photo Credit: Big Stock Images
00Valerie Dixonhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngValerie Dixon2015-06-24 11:03:342020-05-30 13:23:29Time To Proficiency: Orientation And Onboarding
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.
#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: 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
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-08-23 10:38:032020-05-22 14:45:57Onboarding: It Feels So Good to Make the Bad Better: #TChat Recap
We’re big fans of social media and all things social here at TalentCultureWorld of Work. We’re also fairly informal as a social community, most comfortable with relaxed interchanges and a bit put off by super-formal processes at times.
But I’ve noticed something interesting of late in the social world — the very informality of social media is creating a new formality in the workplace, one that’s actually harder to monitor and manage than conventional interchanges happening in the workplace. How can this be? A good deal of this happens in employee orientation or onboarding, so we decided it would be a great #TChat topic. On the one hand we have loads of research showing people learn best in informal settings. On the other hand, we have companies still pushing process and culture through the employee handbook (although there are some great handbooks out there — tip of the hat to Valve.)
One weird paradox is that social media at once eliminates much of the formality and much of the human touch. And informality isn’t necessarily what the new hire craves; he or she may just want real, live, approachable human beings to deal with. I’m talking about the face-to-face, in-person, in-real-life (IRL) touch.
In real life, a formal setting doesn’t need informality to provide a real, live, approachable human. All the interactive technology and informality that comes with it lacks the human touch. And then, all of a sudden, it feels like all the things we mistakenly correlate necessarily with formalities — clinical, lacking in warmth, thin, superficial. UGH. People hire people – right?
What to do? As leaders how can we shove a handbook at someone and expect the person will pick up the company’s nuanced workplace culture? And who’s responsible for making sure new hires are brought into the workplace culture fold, anyway? Please don’t tell us you’re relying solely on social media, either. As HR turns to more automation, are we at risk of losing the opportunity to acclimate new hires in a systematic, repeatable and personally-meaningful way? I’m worried to be honest. I guess it’s time we talk it through to find some peace.
So many questions, so little time — here are this week’s questions for your consideration:
Q1: Data shows that informal learning is the best way to know, so why do we throw the “employee handbook” at folks?
Q2: How do we embed the behind-the-scenes, impromptu workplace cultural experiences into the onboarding process?
Q3: Who’s responsible for cultural acclimation, training & retention at & beyond formal & informal onboarding & why?
Q4: When does formal onboarding make the most sense & why?
Q5: Much of the hiring administrative processes can be automated today, but how can HR tech promote informal onboarding?
If you are interested in or responsible for leadership, workplace culture, employee onboarding and best practices, we hope you’ll join us at #TChat World of Work on Wednesday night, Aug. 22, from 7-8pm ET (6-7pm CT, 4-5pm PT, or wherever you are) as we explore the balance between “social” workplace onboarding and more formal, classroom-style employee orientation.
Dr. Marla Gottschalk, industrial and organizational psychologist, as well as workplace strategist (@MRGottschalk / The Office Blend), will be our guest moderator. We’ll assess the formalities and informalities of employee onboarding and new-hire orientation and discuss the merits of informal social learning vs. formalized orientation processes. I look forward to chatting with you soon.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-08-20 14:54:052020-05-22 14:45:45Painful Formalities of Informal Onboarding: #TChat Preview
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