The criminal act of poor employee onboarding/ integration experiences
Here is your bi-weekly dose of “tip-trap-trick-thursday,” insights on how to digitally embed company culture. When an organisation spends significant time and resources hiring an employee and we then take them through an uninspiring employee onboarding/integration experience we let both the organisation and the new hire down. We lose the benefit of an employee experience with a significantly high ROI if done well and sabotage the opportunity to shape company culture and drive engagement.
TIP: Not all employee experiences are equal, especially when it comes to employee onboarding / integration and its ROI.
TRAP: It is easy to fall into the trap of merely digitizing the paper sign up process for new hires and call it progress for employee onboarding / integration.
TRICK: Check out our 5 employee onboarding / integration tricks that you can implement today.
- Live it and they will believe it : It’s hard to drive a culture of innovation if the first experience of your company is going to be a death by PowerPoint experience. If you want to drive a culture of innovation then show employees how innovative you are by utilizing technology as part of your onboarding or people integration experience. And no this does not mean just automating the contract sighing process (see trap above)
- Networking : if your people integration experience is not networking new hires in the business then your process is failing the organisation. When we analyzed what made the biggest impact in employee integration projects, clients networking was number 1.
- Leadership lunch/breakfast: Create a roster for the year for different leaders to attend either a lunch or breakfast
- Shift responsibility from the managers to the employees: What had the biggest impact with how we rolled out employee integration programs was shifting the responsibility from manager to employee. Instead of getting the manager to setup the initial meetings shift the responsibility to the employee. Asking the manager to be responsible for tasks in the onboarding experience is a sure way to fail but making the employee responsible guarantees success.
- Make it personal and impactful: While most companies don’t do enough there are a few that do too much with the best intention. There is nothing more draining than sitting in a 5 day generic group induction. Putting everyone into a room and giving them the same experience is also a sure way to disengage your new starters. We must create experiences that are impactful and short enough to engage.
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Founder | Strata Game Changers