An intranet isn’t a website. Employees don’t see intranet as a shopping portal. Employees don’t shop or try to be engaged on the intranet. They utilize the intranet far uniquely in contrast to they utilize the Internet. Employees come to intranet for some fast data. No employee goes to the intranet to “see what’s occurring” […]Read more
Give your employees the knowledge and brace to effectively do their jobs with efficient internal communications. Keep employees and subordinates up-to-date and informed of the plans and activities of your company by sharing news, articles and announcements. Headline News and Announcements News and Announcements can be shared and made visible on intranet dashboard with their […]Read more
Creative Social Intranet is an out-of-the-box collaboration solution that initiates a culture shift from a Social Intranet to Digital Workplace. We provide our platform on Azure – cloud intranet solution or on-premise – installed on your lan server with an online url to access it from wherever you are. Creative Social Intranet can be integrated […]Read more
Make On boarding and Learning Fun for employees with Creative Social Intranet. We can help build impart an effective on boarding to new employees and enhance e learning experience for existing employees by bringing your content on a highly interactive platform. eLearning is cost effective as compared to traditional forms of learning. The reason for […]Read more
Entering gamification in workplace? No! its not meant to turn work into a game. Its a concept of digital motivation through gaming promises to breathe new engagement into employees around the globe—speaking in quick, instantly gratifying terms that we’ve grown accustomed to in the age of digital transformation. Its an engagement tool. Know more about […]Read more
Is Your Companies On-boarding System Effective? Do you really know what are the benefits of good employee automated on-boarding program? Many HR professionals today think that the next few years will be a major task to retain talented and top-performing candidates. While it will be easy to match their perks and salary requirements, it will […]Read more
Do you really know what are the benefits of good employee automated on-boarding program?
Many HR professionals today think that the next few years will be a major task to retain talented and top-performing candidates.
While it will be easy to match their perks and salary requirements, it will be much harder to find intangible reasons why employees stick around.
Reasons could vary or differ from such as good rapport with managers or a thriving company culture,etc
Have a glance how a good on-boarding program helps you…
1. Helps to attract and retain top talent
With an awesome on-boarding program, you can build a strong foundation for the intangible elements that create an amazing work culture, and use that to attract and retain top talent.
2. Employee Engagement
Research indicates that the outcome differed in different companies due to difference in engagement among employees, particularly engagement soon after joining a company i.e on-boarding system. If you put every new hire through a thoughtful, educational, and fun program, you’ll go a long way towards fostering engagement and retaining it in the future.
3. Enhances business growth
Engagement should be the main objective of any on-boarding program because it builds culture and rapport, and also drives business growth.
4. Grows trust
Good welcome programs educate and keep new hires informed and updated about organisational practices. New hires meet with senior management and hear from them directly about key organisational initiatives and goals.This is a great time to discuss your future goals, mission with the new recruits and to help them adjust to and understand your company culture.
5. Build connections with employees
Gallup research indicates that the most engaged employees are the ones who have strong connections with their co-workers and managers. Help them build those connections by assigning them a mentor or buddy during their first week or two.
6. Encourage open communication
An on-boarding program can provide the platform for new hires to get answers to questions about their new workplace without the pressure. Providing this forum during on-boarding goes a long way towards fostering the kind of environment employees thrive in.
Take a look at this sample step by step Employee on-boarding checklist:
– Do a background verification
– Add their personal information into the company database, including name, title, manager, department, home address, location, personal email, start date, and birthday (set a reminder for birthdays and anniversaries while you’re there!)
– Send them a welcome letter with some company swag
– Have your IT department create an email address for the new employee
– Add their email to the appropriate email groups
– Get the manager to describe what kind of hardware and software they will need, including any mobile phones with installed apps
– Get the requests approved by finance
– Have the IT team source and prepare their system including passwords and wifi access
– Order credit cards, as required
– Order business cards
– Send a request to the office manager to assign and prepare a desk and key card
– Set up meetings with Finance, HR and other relevant staff members
– Schedule relevant technology or general training
Wouldn’t anyone feel great about a company you were joining if all these things were prepared perfectly for you the minute you walked in the door? However, trying to give the exact same experience to every joinee becomes much more challenging as a company grows in size and interests become divided.
That’s why an effective on-boarding automation is ideal for giving new employees the same amazing experience.
So, let’s get underway with the step by step process and run through this employee on-boarding checklist with your new hire.
Before first day:
1. Prepare paperwork
To kick off the employee on-boarding checklist, you need to prepare the relevant paperwork and information prior to the employee’s first day. Start by recording the employee’s basic information.
2. Discuss role, goals and projects with supervisor
During the training period, you should discuss the new employee’s role with their supervisor. Discuss the goals you have set for the new hire and think of appropriate projects that would be beneficial for the training period.
3. Prepare employee’s workstation
Prepare the employee’s workstation before they arrive to avoid any delays on their first day. Include items like:
Furniture (desk, chair)
Desk supplies (business card, stapler, letterhead, paper, pens etc.)
4. Give access to any tools they will need
To make sure you provide your employee with all the necessary items, you can note down the steps you take each day and what tools you use.
Also consider details like (but not limited to):
Keys to rooms they will need access to
Company mobile phone
5. Create accounts
No self-respecting employee on-boarding checklist would be complete without making sure that you create all the accounts required by the new employee.
Your employee should have their own email and phone line. You should create an account for whichever app your company uses
6. Prepare benefits package
Let your employee know what benefits package they will receive based on their level of experience and current job market. Let them know some details about the budget so they are aware of the potential promotions and salary range.
Inform your employee on vacation time and health benefits they will receive.
7. Provide a job description with responsibilities
You have discussed the job in more detail during the interview, but now it’s time to give specific instruction what you expect your employee to do.
1. Welcome to the team
It is very important to introduce a new hire a new employee even if he arrive during a busy working week.
You should introduce them to the team – talk about their role, tell them why you selected them – this will help the rest of the team remember them better.
2. Tour of the office
Take your employee on a tour around the office. Let them know where all the important and common areas are. Make sure they know where to find:
– Their work-space
– Support desk
– HR area
– Their mentor’s office
Also encourage them to visit you if they have any questions.
3. Assign training material
Send your introductory training material, or add the employee to your LMS and assign the relevant courses.
4. Explain your expectations
If you want your employees to perform well you need to let them know what you expect. Outline the general areas of knowledge and skills required to ensure your employee is successful in his/her job.
5. Induct into company culture
– Have your HR team contact your new employee to explain details such as:
– When s/he must arrive at the office
– Where s/he must park
– How s/he will access the building
– What your company’s dress code is
6. Assign a mentor
To ensure your new employee has the opportunity to seek help and work productively, you should assign a mentor.
1. Plan check-in meetings
You should schedule meetings with the employee for the first month. Use this time to address any issues and concerns your employee might have
2. Explain long-term goals
Letting your employee know that he/she is involved in some long term goals will make them feel more secure and understand the mission they are working to achieve.
3. Provide reading material for personal growth
Now that you have decided where exactly your new employee fits in you should encourage them to further their knowledge in the field. Ask them to read books, articles and magazines about the appropriate themes
4. Encourage them to socially interact with the team
Have your new employee interact with the team. If the team members interact with each other they will work together much better. Perhaps you can organise some out of work activities for the team to make sure they build good relationships and enjoy operating as a team.
Review on-boarding process over the next 60 days
Once the employee is settled in and feels more comfortable in the workplace it’s time for you to review your on-boarding process. Evaluate the steps that do and don’t work for you. Ask your employee for their opinion, perhaps create a survey and hear their thoughts to improve your on-boarding process in the future. Once you’ve got your results, create a new employee on-boarding checklist here in Creative Social Intranet to work through in the future.