A group of HR executives recently shared a list of tactics they use in their on-boarding initiatives to get new employees integrated more quickly. All new employees:
· Are brought into the corporate office to experience the company culture. Big $ commitment.
· Are set up to do business their first day of work. When they arrive they find everything they need, from business cards and a nametags to a desk. You name it! Kind of a like a “goody box.”
· Are given a book about the company’s informal network: “how you really get things done around here.”
· Do a scavenger hunt on day one: self-guided tour. They may need to go get signatures from three directors, get a sign-off that they have talked to a non-accounting person about how to update your budget with accounting, and so forth. Or, do an on-line scavenger hunt to get critical information about the company.
· Have lunch set up with someone new every day the first week at work.
· Work one level down for a week to see how their work impacts others downstream.
· Have their pictures taken and posted along with employee events on a big screen monitor in the reception area.
· Have their name and photo posted in the elevator on their first day of employment.
· Get three letters: an offer letter, a letter of welcome sent to their home from HR, and a personal letter from the CEO talking about the company goals and values.
· Get a welcoming card from their department signed by all team members.
· Receive “Get To Know You” sheets that ask about what activities they like and how they would prefer to be recognized.
· Get paired up with a mentor.
· Get invited to a lunch with the Board.
· Get to see a very personal video featuring the founder of the organization (the video was put together in response to a contest in which employees were asked to submit video ideas).
What other ideas do you have? Add to the list!
Do you have any crazy stories about on-boarding “gone awry?” Share your story anonymously at http:HRUndercover.com. Or share it right here in the Comments section!!!
In addition to what is mentioned, issue company property from laptops, cell phones or pda’s and tools needed to do their jobs. Have it all ready to go first thing first day. TIME to read what you really want them to read. Followed up with a discussion about what is important that they read. This could be topics ranging from insider trading to sop’s and policies. Of course, the typical checklist most companies have to be sure everything is covered. IT orientation – ensuring people know how to use the tools that are at their disposal. Tour of the company intranet. Company directory [where to find electronic documents, reports etc].
I can give you a couple of examples of what not to do, based on interviews with new hires, plus a recent article of mine on three companies who get it right: Ritz Carlton, Southwest Airlines, and Texas Roadhouse.
First, what NOT to do:
1) Fortune 500 company that used to provide a map to new hires that ended at the edge of their sprawling campus. Beyond the perimeter, they were on their own.
2) New hire given the directions to go to a specific door, only to discover it was not opened until after 7:30 AM (no one thought to check into that). Fortunately, a future co-worker spotted the poor soul standing in the pouring rain, looking forlorn, and let them in.
3) New hire not having a phone for the first month.
Now, for the good examples:
Onboarding That Welcomes and Inspires:
What Do Ritz Carlton, Southwest Airlines, and Texas
Roadhouse “Get” That Other Employers Don’t?
or http://tinyurl.com/cfjl45
If that doesn’t make it clickable, here’s a copy and paste friendly version:
http://tinyurl.com/cfjl45
You’ll also find 8-10 other articles on onboarding at that site:
http://www.HumanNatureAtWork.com
Great resources David. Thanks for posting.