Onboarding Employees

Onboarding Hurdles

Recruiting and onboarding new employees can be a tiresome if not long-winded exercise. Often recruiters spend large amounts of time interviewing and assessing if that candidate is right for the role and company.  However, many organisations fail to take the candidate one step further and consequently, must repeat the recruitment saga once again. But what is onboarding? And how do you avoid reoccurring recruitment processes and ensure your early onboarding process is successful?

Onboarding 101

A well-organised onboarding process outlines exactly what a recruit needs to prepare, start and immerse themselves into a new role. This includes any physical assets they need such as equipment, stationary and business cards. Secondly, company documents such as strategies, policies and procedures and the employee handbook. And, most importantly, it includes peer support introductions and line manager identification. 

According to the Center of Generational Kinetics one-third of your new hires will decide if they want to stay at your company long-term within one week of starting the job.  Therefore, pre and post engagement is crucial to retaining staff interest from the moment they have decided to join!

From onboarding apps used by big brands such as Pepsico to engagement platforms including the UK’s renowned myroyalmail.com, keeping staff’s interest in their role is paramount in sustaining employer brand attractiveness.

Onboarding checklist

To ensure that your onboarding process is effective, check out our 8-tip guide for engaging and retaining staff, easily and effectively:

  1. The aesthetics: Order & prepare new equipment a week before the candidate starts; providing them with exactly what they need from the moment they walk in the door.
  2. Policies & procedures 101: prepare a welcome pack with a full 101 of the company background, current policies and procedures, and a checklist of forms which need completing before the end of their first week.
  3. The guided tour: Assign a Mentor to the candidate with a full company induction and tour of the building (facilities are always a must!).
  4. Company understanding: Make time to go over what the company’s USP’s are, target audience and main objectives.  It may not be relevant to the role but it is pertinent to their overall understanding.
  5. Shout out to the team: A new candidate warrants a shout out to the team they are working with and to the entire company. Also, the staff newsletter is a great channel for internal declarations.
  6. Staff training & protocol understanding: Ensure the recruit understands the functionality of the tools or systems they will be using, giving clear and concise training and supporting materials.
  7. Schedule periodic 1:1’s with line managers: Provide ongoing support from day one.  1:1’s are vital in ensuring the new candidate is settled and comfortable with the new role, encouraging engagement every step of the way.
  8. Inspire & motivate: High staff retention is down to the engagement of your team.  Inspire, motivate and incentivise all members of staff; giving them reason to go above and beyond their role.
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 At ClearVoice™, we are experts in delivering employee communication and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information or help with onboarding and retaining staff, call or email us today and let us show you how engagement can boost your organisation.

Engaging managers can increase productivity

Engaging managers can boost overall employee engagement

Engaging managers can significantly boost employee engagement. As internal communication shifts to more communicative and interactive channels, the leadership roles have had significant impact on the overall employee engagement of the company.

“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.” – Anne M. Mulcahy, former CEO of Xerox.

The communication culture has evolved from the broadcasting 80’s. Just like ‘bowl cuts’, the ‘order and obey’ technique has expired, replaced with innovative channels to engage, motivate and collaborate with employees.

Successful businesses have developed leaders who are emotionally intelligent. Leaders who understand what motivates and drives their teams are equipped with implementing and managing company changes. Today, employees respond better to leaders who are communicative and collaborative which increases pressure for managers to maintain consistent and effective engagement.

But what happens if the manager cannot engage?

How can you engage a disengaged manager?

Managers have become the key relationship builders between senior leadership and frontline employees. Without regular training and support, managers can often be left overwhelmed.  This may result in them not delegating workloads and responsibilities to other members of their team.

As pressures mount to drive company change, communicate with employees, bridge communication gaps and boost productivity, roles can start to breakdown.

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Great leadership training supports managers to engage and communicate, honestly and collaboratively.  Consistent trainng also provides the opportunity to lead, manage and respond much more effectively.  From redundancy to acquisition, promotion to role additions, a great manager can engage and handle any given situation without bursting at the seams!

By giving them the opportunity to expand their knowledge and encourage regular feedback this will help your managers to communicate with their teams.  This will create a positive and identifiable working culture.

And the key?

Trust, listen, enable and teach your manager to effectively lead their teams! Below, are four simple techniques which help make a fantastic manager, creating stronger engagement within the workforce.

Trust your manager to integrate the training they have received and lead their teams.

Listen to their feedback and ideas.

Enable your manager to take action on changes that need implementing.  Encourage them to communicate with other managers, rectifying problems collectively.

Teach your manager through continuous support and training which enables the effective delivery of key messages.

Engage your manager by giving them a reason to lead!

Have your say and tweet us at #engagingmanagers.

At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on how to support and train your managers or provide them the opportunity to lead and manage their teams, call or email us today and let us show you how engagement can boost your organisation.