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Topic: Onboarding
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Research shows that purpose-driven employees outperform their non-purpose-oriented peers on every measure. If you maximize the value employees receive from relationships, impact and growth (RIG) on the job, they’ll outperform the average employee.
Lately, there’s been a surge of interest in new ideas and approaches to onboarding or new hire programs, which makes sense, since onboarding of new employees and reskilling of existing staff are the mainstay of our work.
Traditional onboarding and classroom style training is expensive and as a result, organizations continually pressure trainers and managers for shorter training schedules.
For new hires, the employee onboarding process sets the tone for their experience with the company.
In order to hire the right person, recruitment functions have to navigate a variety of painstaking steps that can quickly exhaust a hiring team’s resources (and patience).
What does it take to successfully onboard a leader? Onboarding a leader is different than onboarding staff who will not directly contribute to the strategic direction, mission, values and goals of the organization.
Many companies use a large number of temporary or seasonal workers. That said, it is prudent to consider the challenges these workers face when joining an unfamiliar workplace.
A new job brings with it opportunities and challenges. However, the biggest challenge shouldn’t be trying to "figure it out" the first few days, weeks and months.
When it comes to finding and maintaining high quality talent for any corporation, timing is everything.