Are you vulnerable to union organizing?
Take our 5-minute quiz to identify both internal and external factors that impact unionization – and get tips on how to become union-proof.
Are your leaders aligned with the company vision?
From Implicit Bias to Managing Change, your leaders need training that moves the company forward.
How engaged are your employees?
This free assessment will guide you to the right strategy to create employee advocates.
Management Consulting Services
Check out our proactive strategies that support positive employee relations.
Tagged with: New-Hire Onboarding
If you want to motivate new employees starting on day one, SHRM (The Society for Human Resource Management) tells us that there are several effective ways of properly onboarding employees. Moreover, they’ve found that the positive results of effectively welcoming new hires is that both employee AND employer reap long-term benefits.
According to SHRM, effective onboarding will increase job satisfaction, organizational commitment and performance levels. In addition, motivating new employees in this way can reduce turnover and new employee stress levels. What’s more, motivating new employees can be as simple as creating the right video onboarding tool.
Traditional onboarding often consists of classroom-style lectures and accompanying slide decks, with documentation the new hire must study. Providing video is more memorable and far more effective than a lecture. It’s a way to build trust of company executives and ensure that the message to new employees is consistent. In addition, top-notch onboarding that includes video can reduce in-house training costs, and even reduce turnover in the first 90 days of employment.
Must Read: Inspire Your New Hires! How To Create A Stellar Orientation Video
Here are six great ideas to help you motivate you new hires. You may only need one or two of them, or you may decide, over time, to implement them all! Whatever you decide, these tips can vastly improve your onboarding process.
Separate the information you want to convey into manageable pieces. For example, one video could be a welcome video from the CEO; another might come from department heads and so forth.
If you’ve got an employees-only website, you can easily build a library of onboarding videos and update them regularly. If every employee, no matter how long they’ve been with the company, has access to the library, they can revisit information that they need to reinforce. This kind of “tribal” knowledge can be invaluable in building a UnionProof culture and becoming an Employer of Choice.
Another advantage of distributing video information online in these bite-sized chunks is that you won’t overwhelm your new hires by providing all the information they need at one time. It’s easy to set up an email campaign that spaces out delivery of links to these videos in sequential order, based on the employee’s start date and job requirements.
Consider adding an online method for new hires to contact HR with questions as part of your portal. That way, when they see something in one of the videos that they have questions about, they can reach out immediately, which the question is fresh, rather than waiting until they get to HR.
Get input from existing employees on the topics you need to motivate new hires. Ask existing employees of differing seniority in what ways they got “lost” when they were new!. Also, ask them what they know now that they wish they’d known when they first joined the company.
By carefully planning out each of these “sticky” areas, you can address them and make your new hires productive that much more quickly.
Here are some topics you may want to include in a multi-day orientation program:
Ease your new employees into day-to-day company operations with videos on things they might otherwise never know about your company. These videos can cover topics that may seem mundane but are vital in feeling knowledgeable about the company. Examples include how to use necessary equipment, IT policies, how to get support if something goes wrong, and a wide variety of other day-to-day challenges.
Operational videos are also useful for reference – they’re the sort of content that the new hire may return to later, when they encounter that particular challenge. Think about how to contact maintenance if there’s a building issue, who’s in charge of phones or email, even how the sales department brings in new customers.
Of course, your onboarding videos should reflect your company culture. Expand on that idea with fun videos that illustrate what it’s like to work at the company. Create a “day in the life” video of one employee, or edit input from a variety of employees into one video.
Your team members can share testimonials on a variety of topics, such as what they do, their biggest challenge, their greatest satisfaction, the resources they find most useful, the help they can offer to new employees, and what they like about their job or the company. If you have employees whose career paths have included a series of promotions, arrange for them to provide a testimonial on career opportunities for long-term employees.
If you’re responsible for onboarding new employees, video is a tool you don’t want to ignore. Don’t get overwhelmed if you don’t have a video library right now. Since you’ll be creating specific videos to address specific topics, you can easily build a library over time. The most important thing is just getting started!
Walter is IRI's Director of Digital Solutions and founder of UnionProof & A Better Leader. As the creator of Union Proof Certification, Walter provides expert advice, highly effective employee communication resources and ongoing learning opportunities for Human Resources and Labor Relations professionals.