One of the great challenges in keeping a company running smoothly is hiring and keeping a talented and motivated team. When not done efficiently, tremendous amounts of time must be spent on implementing a hiring process, including posting openings, collecting and sorting applications, and interviewing potential hires. Fortunately, there are five simple secrets that will help you escape this cycle and begin hiring the right candidates at the right time. Read more…
It is no secret that one of the greatest challenges in getting the most out of your employees is keeping them engaged in their work. What is far less well-known is how to do that. Fortunately, there are six simple steps that are essential to mastering employee engagement. Together, they make up what we call the VICTOR system:
What do construction workers, delivery drivers, and production line workers have in common?
I’ll give you a minute.
Okay, sure, the article title kind of gives it away. The answer is that they all spend a significant portion of their time working in isolation from their peers and supervisors. They are not the only ones, either, as there are many other jobs that require employees to spend much of their time alone. However, these isolated employees present a unique challenge in the onboarding process and require their managers to spend a little extra time to determine how to ensure they are successful. Read more…
Theoretically, employee onboarding and efficiency should always go hand-in-hand. The better trained an employee is, the more efficiently he or she will work. And while that is true, there are degrees to the correlation. That is to say, some onboarding solutions will produce more efficient employees than others.
A few of the reasons for this are immediately clear. If the onboarding program does a poor job of conveying the necessary information, the employee will not know how best to do her job. Similarly, if the program has all the relevant details but expresses them in a manner that does not engage the learner, it does no better than the incomplete training. These two points are important and described in more detail here and here, but there is another important side to the issue. Read more…
It’s no secret that there has been a revolution in statistical research and application in the last decade. Analytics now guide everything from baseball teams to websites recommended to us to who social media sites believe should be our friends. Within the business realm, analytics help to hone production techniques, target advertisements, and anticipate new market trends.
But there’s another way in which statistical information can help a business succeed. Data analytics provides valuable insights into the effectiveness of an employee onboarding solution, telling managers what is working and what is not. Moreover, it sheds light on those employees that might need a little more instruction or on those safety procedures that are being neglected.
Individualized employee onboarding has a lot in common with pigeons. To explain, though, I have to start with yoga.
If you ever want to feel really bad about your coordination or control of your body, go to an advanced yoga class. There, you’ll see a number of people who have trained their bodies and mind to hold positions you never thought possible. Some of those poses may even require you to stare for a moment or two before you really understand what’s happening.
Suppose your curiosity gets the better of you and you decide to stay and take part in that class session.
Prepare to be humbled.
Let’s face it: not everyone gets excited about employee training. Employees themselves often dread it. On the other side of things, upper level management and executives are often more focused on the bottom line and keeping costs low. Fortunately, looking at the economics of employee safety training reveals that there are plenty of ways to discuss the importance of a good onboarding program while simultaneously focusing on your company’s finances.
The primary consideration with any safety training is how well it prepares employees for the hazards associated with performing the many tasks demanded of them. Specifically, it should focus in on those dangers that are most prevalent and that are most likely to cause an injury, and it must convey this information in ways that ensure employees are able to retain it.
However, there is a second side to the safety training discussion. It’s no secret that successful employee onboarding costs money, and it’s also no secret that executives don’t want to spend any more money than is necessary. For this reason, it is important to be able to explain the economics of employee safety training and the financial upside to developing and implementing a strong onboarding plan.
Setting up effective employee onboarding looks a lot like starting a game of cards. To see how, we’ll need to take a closer look at what we call the Blackjack Method of Onboarding.
Imagine sitting down to play cards with a group where some people think they are playing Poker, some Blackjack, and still others Hearts. One poor sap even thinks the game is Uno.
How would that game go? How long would you continue playing before you give up and leave to do something else?
Goals and feedback are vital in any enterprise, whether it’s a competitive game, a home improvement project, or a company. Without them, there’s no driving force moving you forward, spurring you to bigger and better things.
Unfortunately, many companies fail to keep this simple truth in mind in developing and onboarding their employees. Oftentimes, managers are looking for a Full House while employees are trying to decide if they should stand pat at 17. As a result, employees don’t accomplish the goals the manager has set, and the manager does not provide the support the employees expect. Both sides upset the other, and the company loses time and money.
The way your company handles the onboarding process reveals a great deal about what it values and its expectations of all its employees. To see how, and to better understand the importance of employee onboarding, we need to consider the movie Miracle.
Ostensibly a sports movie documenting the best story in American sports history, Miracle tells the story of the 1980 men’s United States Olympic hockey team and their improbable defeat of the powerhouse Soviet team and eventual gold medal win. However, perhaps equally well, it also tells the story of one of the greatest implementations of a successful onboarding strategy in history.
Given those two possible directions, it’s clear why the marketing team at Disney decided to focus the commercials on the greatest American sports story angle. Not many people are looking for a movie about the importance of employee onboarding these days.
You’ve been there. Sitting in a mandatory hours-long training session comprised primarily of one person lecturing you on best practices by reading lines directly off of a PowerPoint presentation. After about ten minutes of trying to follow along, you realize this first section of material doesn’t really apply to your position, so you let your mind wander.
Once they do start talking about your responsibilities, you try to pay attention, but the combination of the fact that you already know most of the information and that you are worried about all the things you need to get done today means that you aren’t really internalizing any of what is being presented.
After multiple hours, the session is over and you have received all of the training you will get for the next few months. And you didn’t actually get any of it.