Successful businesses tend to share similar values that boost their employee engagement. A loyal, dedicated, and energized staff, working toward a common goal, is the gold standard for a happy and engaged workforce. Across size, industry, market share, intellectual property, and other economic variables, employee engagement stands out as the hallmark of a successful company. What does the engaged workforce value in their employers? Diversity and inclusion, social and environmental stewardship, and transparency in company values and practices.
In a just society, the workforce should reflect the population. In universities, high tech startups, factories, farms, the workforce should reflect the color, age, and gender of the population. If this criteria is used to judge, there is not a just society on this earth. Education influences career, and gender, age, and color effects access to education. How can business step beyond the way things have always been, into the world of the future, where everyone will have equal access to education and economic opportunity? A world in which we have access to our full human potential?
Diversity and inclusion in the workforce is a company value that is appealing to workers across ages and socioeconomic strata. Efforts to recruit and hire a qualified and diverse workforce are aided by programs such as Textio, the AI system that evaluates job descriptions for language that discourages diverse applicants. Blendoor is a merit based recruiting app that removes pictures and names from applicants CVs, so issues of color, appearance, and gender are more neutral in the application and recruiting process. But companies that engage these types of programs have already taken the first big leap–understanding and acknowledging that unconscious bias is present in most humans, and efforts must be taken and progress regularly evaluated to make sure that unconscious bias is not keeping businesses from recruiting and hiring the most qualified workforce. Continue reading
Welcome back to the second half of our two-part article on how to cover absolutely everything you need in a single onboarding lesson plan. Last time we talked about the first half of this process including giving a little background on the company, handling the HR paperwork, and clearing up questions about time off and benefits. Today, let’s pick up at compliance, an undeniably important topic that should not be left until later.
6: Policy and Compliance
Companies are complex and their policies reflect that. While you can’t expect your trainees to memorize every policy, give them the list and highlight everything that has daily significance. Conduct expectations, travel procedures, expense reporting, and workstation upkeep are all good focus topics for the policy section. Compliance, on the other hand, are things that are absolutely necessary for the smooth legal functioning of your company. Rules about how to deal with clients, health considerations, and maintenance procedures for things like heavy machinery or perishable goods can help your trainees avoid critical mistakes down the line.
7: Safety and Security
From thievery to ransomware, no company can do without a thorough security system but the actual measures in place will depend on your industry, facilities, and company culture. New trainees need the full rundown on building keys, ID keycards, workstation logins and security measures, how to maintain client information security, and parking policies. By thoroughly covering how to enter and exit the building, you can reduce the number of instances a new hire accidentally locks themselves out and has to be retrieved from the roof, parking lot, or locking supply closet. Continue reading
You’ve gone through the process of finding a batch of great new hires, chosen carefully from dozens of applicants and considered prospects. No doubt, your business runs like a finely tuned machine and each of your employees is a skilled operator. Your new recruits have all proven that their personalities and skills will fit well into your company structure but they don’t start on day one knowing all of your intricate internal procedures. That’s what orientation training is for. Of course, you want the most helpful and efficient coursework possible. Structuring your training program with these ten essential topics will make sure that you have all your bases covered and the new team members are ready to start their work tasks by the end of the orientation sessions.
Show your new employees how happy you are to have them, then introduce them to the company, buildings, and their new jobs. A quick tour around the office or facilities can help them get that movie-opening impression of how things work and where everything is. This is a great time to show them their new assigned workspaces and answer initial questions.
2: Company History and Culture
Tours can be exciting and difficult to listen through, so don’t start the real content until you’ve settled back into the orientation space, then dive straight in with the company history. Many companies have an interesting or unique founding history that will engage new hires and help them grasp the company philosophies from the root. From here, you can segue smoothly into company culture, making it clear the kinds of shared attitudes and break room behaviors that are supported. If you have company sports teams, group outings, or favorite catering days, now is the time to share them.
3: New Hire Paperwork
One of the primary reasons to gather and do orientation together is to fill out the new hire paperwork completely and accurately. Normally this doesn’t take very long, but tends to occupy everyone’s attention for a few minutes as they write in personal details and double-check legibility. Make sure to collect the forms promptly to avoid any possible risk of loss or coffee stains. Continue reading