Thanks for coming to the Healthier Workplaces Blog. Read thru the material here and comment on any or all; we'd love to read your feedback. Can we help you start an on-boarding program; improve your interview process so that you are more likely to hire "winners"; develop leaders and supervisors; solve long-standing employee morale issues??? Give me a call to arrange your free, no-obligation consultation. We'll arrange a program that meets your requirements and budget.
Larry Wenger, President
Healthier Workplaces
877-872-6195
larryw@healthierworkplaces.com
Monday, December 7, 2015
For New Employees...It's Sink or Swim
Larry Wenger
On-boarding is a term developed and implemented in corporate America now for the last 10 years or so, and it's now just starting to gain some traction in the non-profit community. What is on-boarding?
On-boarding is a series of activities designed to help new employees feel socially comfortable; to feel like they belong. It is not what we typically call "orientation".
When I was a young boy, I had to change schools frequently due to family moves. I recall my sense of awkwardness those first few days, weeks and months. When you are new in a situation, it takes a while before you stop worrying about whether or not you are accepted as a peer; whether or not you are being judged; will anyone eat lunch with you; how long will it be before I'm sure I have a friend? At school this is a very uncomfortable time and it probably detracts from a student's ability to be academically successful.
At work it's the same way. The only difference is that when you are in a workplace situation the situation is more critical. At work you are expected to produce and yet how can you do that when your life is filled with newbie anxiety. On-boarding is about reducing that anxiety so that you can be more comfortable faster and so that you can be a productive member of the team more quickly. Stories of where employees are treated insensitively by co-workers are all too common. This just makes the new employee's adjustment even more difficult and increases the liklihood that they will not last for those critical first six months.
So what are some examples of on-boarding? What specifically can be done to help new employees feel like they are supported and assisted in their adjustment to their new work situation. As you will see they are not difficult or expensive things but they become a program of activity that we intentionally implement to help new employees.
1. Even before a new employee starts have a colleague-to-be send them a welcome note.
2. If the employee is to be assigned a desk make sure it is clean, free of material from a former occupant and has an initial stock of supplies. Make sure they have an email account established and know network log-on procedures.
3. Welcome them on the first day and introduce them to other employees.
4. Debrief them at the end of the day for at least the first two weeks. Give them the opportunity to discuss their observations and concerns.
5. At the end of the first week, give them something to take home and share with family and friends. Might just be a formal invitation for them to visit the office at a time in the near future.
6. Assign someone to have lunch with the new employee those first few days.
7. Arrange a photo-op with the CEO.
8. Conclude the first week with a lunch or morning snack for the new employee and the assigned work group.
Perhaps this list will help you think of other helpful ideas. It's amazing how much of a difference it will make. They'll go home every evening that first week feeling amazed and grateful that they came to work for you...that's what you want. They'll share their joy with others. You can't get better PR.
The option of course is to do nothing and let time be the only event which helps people to eventually be comfortable at your workplace. That's the "sink" part of the equation and that is exactly what will happen to too many new employees if that is your approach. Develop your own on-boarding program; you'll be glad you did.
Larry Wenger
On-boarding is a term developed and implemented in corporate America now for the last 10 years or so, and it's now just starting to gain some traction in the non-profit community. What is on-boarding?
On-boarding is a series of activities designed to help new employees feel socially comfortable; to feel like they belong. It is not what we typically call "orientation".
When I was a young boy, I had to change schools frequently due to family moves. I recall my sense of awkwardness those first few days, weeks and months. When you are new in a situation, it takes a while before you stop worrying about whether or not you are accepted as a peer; whether or not you are being judged; will anyone eat lunch with you; how long will it be before I'm sure I have a friend? At school this is a very uncomfortable time and it probably detracts from a student's ability to be academically successful.
At work it's the same way. The only difference is that when you are in a workplace situation the situation is more critical. At work you are expected to produce and yet how can you do that when your life is filled with newbie anxiety. On-boarding is about reducing that anxiety so that you can be more comfortable faster and so that you can be a productive member of the team more quickly. Stories of where employees are treated insensitively by co-workers are all too common. This just makes the new employee's adjustment even more difficult and increases the liklihood that they will not last for those critical first six months.
So what are some examples of on-boarding? What specifically can be done to help new employees feel like they are supported and assisted in their adjustment to their new work situation. As you will see they are not difficult or expensive things but they become a program of activity that we intentionally implement to help new employees.
1. Even before a new employee starts have a colleague-to-be send them a welcome note.
2. If the employee is to be assigned a desk make sure it is clean, free of material from a former occupant and has an initial stock of supplies. Make sure they have an email account established and know network log-on procedures.
3. Welcome them on the first day and introduce them to other employees.
4. Debrief them at the end of the day for at least the first two weeks. Give them the opportunity to discuss their observations and concerns.
5. At the end of the first week, give them something to take home and share with family and friends. Might just be a formal invitation for them to visit the office at a time in the near future.
6. Assign someone to have lunch with the new employee those first few days.
7. Arrange a photo-op with the CEO.
8. Conclude the first week with a lunch or morning snack for the new employee and the assigned work group.
Perhaps this list will help you think of other helpful ideas. It's amazing how much of a difference it will make. They'll go home every evening that first week feeling amazed and grateful that they came to work for you...that's what you want. They'll share their joy with others. You can't get better PR.
The option of course is to do nothing and let time be the only event which helps people to eventually be comfortable at your workplace. That's the "sink" part of the equation and that is exactly what will happen to too many new employees if that is your approach. Develop your own on-boarding program; you'll be glad you did.
The Magic "G" Word
Larry Wenger
I know that Thanksgiving is over but is it too late to thing about gratitude? I don't think so. Turns out, according to Life and Business Coach Lorin Beller, it's impossible to be grumpy and grateful at the same time and when we chose gratefulness we are more successful personally and professionally. "We become more attractive to our boss, our clients, and our peers; we especially attract others who have a positive outlook on life." Try being grateful every day for a month, and see if you don't you'll begin to see some benefits. Like for example:
And we need to be grateful for the people in our lives both now and in the past. People who have helped us alone the way; who have given us a word of encouragement; who loaned us their car for a job interview; or who gave us money when we were up against it financially. The words of the song made famous by Josh Grobin a number of years ago remind us about times when others have helped us; "you raise me up, so I can stand on mountains." Be grateful!
Larry Wenger
I know that Thanksgiving is over but is it too late to thing about gratitude? I don't think so. Turns out, according to Life and Business Coach Lorin Beller, it's impossible to be grumpy and grateful at the same time and when we chose gratefulness we are more successful personally and professionally. "We become more attractive to our boss, our clients, and our peers; we especially attract others who have a positive outlook on life." Try being grateful every day for a month, and see if you don't you'll begin to see some benefits. Like for example:
- it becomes easier to work with others; even difficult projects turn out better because of the cooperative relationships you will build.
- you'll find yourself saying "thank you" more often; acknowledging the hard work done by everyone around you.
- even when things aren't going well, you'll be grateful for the small things in life: that you have a job, even if it might not be your ideal situation; that in your search to improve your life, you have found hidden talents that you did not know you had.
- where others see obstacles to accomplishing a goal, you will see solutions, even new possibilities.
And we need to be grateful for the people in our lives both now and in the past. People who have helped us alone the way; who have given us a word of encouragement; who loaned us their car for a job interview; or who gave us money when we were up against it financially. The words of the song made famous by Josh Grobin a number of years ago remind us about times when others have helped us; "you raise me up, so I can stand on mountains." Be grateful!
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