According to Gallup, 87 percent of employees worldwide are not engaged. The reason is simple: Organizations are flying in coach, instead of upgrading to first class.
In 1950, Eileen Barton sang the hit “If I Knew You Were Comin’ I’d Have Baked a Cake,” which nearly 70 years later echoes the sentiment about how many organizations are welcoming new employees.
Starting a new job may be one of the most stressful events in our lives. While there is much talk about job change frequency in the 21st century, what remains constant from past generations is the concern for how successful we will be in our new jobs.
Last month, I suggested several “must-have” actions to create a “Year of the Team Member” and develop a customer-centric culture in your organization. After you have implemented those must-haves, here are the next steps to follow.
Integrating learning agility with new employee orientation has significant potential benefits for organizations in terms of engagement.
One of the biggest challenges in the service industry is that many employees are promoted to management and supervisory positions without the proper training.
There are some practical and applicable steps you can take in the first 90 days to make a positive impression on your employee, help them learn their new position well, and set them up for the growth and opportunities to come.
Is your onboarding program an integrated process that combines high touch with high tech and manager involvement?