Employees are the moving gears behind a business. For this reason, employers must be sensitive on how they treat and engage their workforce. And it starts from the very beginning, an employee’s first day at work. A new hire’s first day is important because it is the day that they get a real first impression of what your company is like and is critical to setting them up for future success. Why is proper onboarding so important? Because a new employee can take up to two full years to reach the same level of productivity as an existing staff member.→ Read More
It can be challenging and cumbersome to implement new HR technology in the workplace. According to a Brandon Hall Group study, 29% of workforce management solutions have been in place for five years or more and 45% wanted to alleviate the burden of manual tasks from HR. So, how exactly do you effectively implement HR technologies in the workplace? The success of a new HR technology rollout depends on several key aspects being clearly thought out beforehand. If the HR technology touches multiple people internally, it is important that all stakeholders are onboard from the beginning.→ Read More
Robust onboarding programs are now the new norm, or at least expected to be, in strong-cultured companies. Studies show that when you invest in a new hire’s experience in the first 90 days, their performance over the lifetime in that company is drastically higher than those without a strong orientation.
Yet most programs focus only on brand new hires, overlook four important groups of people:
- New Parents
A parental leave can last anywhere from a few weeks in the States, to one year in Canada, or as much as 14 months if you live in Sweden.→ Read More
Relocating for your career is the perfect opportunity to explore a new way of life, meet new people, and get to know yourself that much better as you step outside of your comfort zone. A new study shows nearly 85 percent of millennial workers surveyed said they are willing to move to a new city for a job. Despite all this, let’s admit it, moving is rarely enjoyable. However, the idea of a shiny new opportunity awaiting you in your new home should help alleviate some of the stress caused by moving.→ Read More
Studies on turnover estimate that every time a business replaces a salaried employee, it costs 6 to 9 months’ salary on average. For an employee making $40,000 a year, that’s $20,000 to $30,000 in recruiting and training expenses. Providing a competitive compensation and benefits package is important, but in today’s market, retention also requires making new hires feel engaged, aligned and connected from Day 1.
With this in mind, we offer three quick tips to think about when bringing people onboard your organization.→ Read More
The question of how to measure employee performance represents one of the last vestiges of old-school HR methodology. Today’s workforce is digitally transformed, highly social and mobile, made up of multiple generations, and collaborating across virtual and global locations. There has been a profound shift in the workforce away from hierarchical, top-down organizations towards teams and collaboration, where having a culture of recognition can drive engagement and results far more effectively than infrequent reviews handed down from on high by management.→ Read More
How important is it to have inspirational leadership versus average leadership? The answer: Very important. According to Great Leadership, organizations with the highest quality leaders were 13 times more likely to outperform their competition in key bottom-line metrics such as financial performance, quality of products and services, employee engagement and customer satisfaction. Which is why it should be mission-critical for businesses to focus on developing inspirational leaders to improve company culture, teamwork, performance and bottom-line results.
CEOs are focusing on leadership development opportunities for their workforce more than ever to maximize business performance and encourage their employees to reach their full potential.→ Read More
Every manager and HR professional views employee turnover as a headache, but do you actually know how expensive and damaging it can be to your organization? Here’s a look at the dimensions of this complex problem and some tested managerial practices to alleviate it with long-term solutions.
The dimensions of the problem
Current statistics from Catalyst show that it costs an average of one-fifth of an employee’s salary to replace that person, which means that for a position paying $50,000 a year, your replacement costs will generally run over $10,000.→ Read More
According to a recent article in The Huffington Post, 3 out of 4 employees report that their manager is the worst and most stressful part of their job, and 50% of employees who don’t feel valued by their boss plan to look for another job in the next year. Don’t lose top talent because of poor management. We’ve compiled the top 10 things that leadership should never do if they want to keep their employees happy and engaged in the workplace.→ Read More
Boomerang employees are employees who leave an organization but later come back. There are some benefits, as well as some pitfalls, to rehiring these people.
Managing remote teams can be even more challenging than traditional management, but it’s feasible if you integrate these leadership techniques.
The cost of losing an employee at any level is significant. Losing an entry-level employee can cost you up to half their salary, but losing a senior level executive can cost more than 400 percent of their salary.
Those are just the direct turnover costs. When you lose executives, there are other costs to the company, including loss of momentum and sometimes damage to the company’s reputation. That’s why companies invest so much time in the executive search process. Despite all that effort, 40 percent of executives who take a new position fail during their first 18 months in the job.→ Read More
According to the 2012 Allied Workforce Mobility Survey, employers lose an average of 23 percent of all new hires within their first year. Among those who stay, one third of employees don’t meet expected levels of productivity.
These are alarming statistics. They indicate that new hires are not receiving the quality guidance and onboarding they need when starting a new position. It also means that you, the employer, are probably spending far more in hiring costs than you need to.→ Read More
Few things are more nerve-wracking than starting a new job. New hires are often apprehensive when they walk through the door on their first day, and their long-term engagement and success can be affected by how well you onboard them during the first few weeks. One great way to transition your new employees is through mentorship programs. By connecting rookie employees with seasoned mentors, you can improve morale, training quality, and even retention.
Mentoring offers a host of perks for the entire workplace, such as a friendlier work atmosphere and enhanced job training.→ Read More
Many businesses follow specific procedures when they welcome new employees aboard. Typical activities include tours of the workplace, meeting fellow employees, and completing paperwork. These types of activities can improve employee engagement within the first few weeks, and they help employees understand what is expected of them. However, some businesses skimp on those welcome procedures with temps and interns, thinking: “Well, they won’t be here long, so we don’t need to invest in them.”
Thinking like this is a mistake. First, it leads to wasted time and wasted money as interns and temps struggle to acclimate and become productive.→ Read More
Employee onboarding is an essential part of the hiring process, and when it’s done effectively, it can set the foundation for long-term success in the employee’s new role. Too often, however, managers don’t realize the importance of onboarding and the long-term benefits of training and development, so they end up providing a poor-quality employee experience. This has very real effects: according to SHRM, “Half of all senior hires fail within 18 months in a new position, and half of all hourly workers leave new jobs within the first 120 days.”
Do you know the best practices for effectively onboarding your new hires?→ Read More
These days, many companies are clamoring for college grads; each year brings a fresh pool of talent for you to tap. The great news about graduates is that if they’re intelligent and adaptable, they can work in almost any sector of your business. But what’s the best way to compete against all the other organizations trying to recruit the same candidates?
Keep in mind that new graduate recruitment and hiring millennials requires a different approach than recruiting seasoned professionals.
Demonstrate your company’s mission and meaning
Most college students want to feel like they’re a part of something meaningful and something that has a positive impact on the world.→ Read More
Dear A Advisor,
I’m a brand-new employee in an HR department, and I already know what I’d like my first contribution to the business to be: to re-vamp our on-boarding process. I’m very enthusiastic about my new company, but I feel like my first weeks could have run more smoothly. I know this is a much-needed area of improvement—I just don’t know where to start! How can I improve my company’s on-boarding process so that people hired after me aren’t distracted or frustrated by the disorganization and can focus on their new position?→ Read More
Good news – your top tier candidate signed an offer to work at your company! You have recruited a strong new hire and deserve a pat on the back – however, efforts to impress should continue long after the offer is accepted.
If you’re looking to onboard new hires with ease, then one thing to perfect is your company’s first impression. For your new hires, arriving on their first day is like a food critic evaluating the hottest new restaurant in town.→ Read More