e Employment Life Cycle
Over the next seven weeks, we are going to dive into each phase of the employment life cycle. From establishing the need to fill to separation and everything in between. Building the most successful team does require hiring but it also requires so much more. Tune in each week to see how you can build the strongest team for your company by following this easy workflow for each employee.
Tip of the Week
The Power of a Strong Onboarding Process
Last week we delved into the first step of the employment life cycle, attracting and recruiting the right employee. Well...the hard work does not end here. In today's competitive business landscape, attracting continues into onboarding! A strong employee onboarding process sets the tone for a positive employee experience, boosts productivity, and enhances overall job satisfaction. Consider implementing the following tools to enhance your onboarding process:
Personalized Welcome - The first day at a new job can be nerve-wracking, but a warm and personalized welcome can alleviate those initial jitters. A strong onboarding process begins by providing the new employee with a detailed schedule, a personalized welcome message, and any necessary logistical information. Consider decorating the employee's desk or giving them a personalized swag bag!
Clear Company Culture and Values - A new employee needs to quickly understand the company's culture and values. This is achieved through interactive sessions, presentations, and discussions that outline the organization's mission, vision, and core values. When employees resonate with these principles, they're more likely to feel connected and motivated to contribute effectively. Consider having an onboarding presentation and a lunch with either the owner of the company or a tenured employee.
Structured Training and Development - Effective training and development are essential for an employee to excel in their role. A well-structured onboarding process includes comprehensive training modules that cover everything from job-specific skills to software systems and company processes. Offering a mix of hands-on experience, shadowing, and formal training ensures that the employee gains a well-rounded understanding of their responsibilities. Consider assigning the new employee a 'buddy' or 'mentor' throughout their training period.
Clear Communication Channels - Open communication is the backbone of any successful organization. During the onboarding process, new employees should be introduced to their colleagues, team members, and supervisors. Additionally, they should be made aware of the various communication tools and platforms the company uses. This helps them feel comfortable reaching out for guidance and collaboration when needed.
Goal Setting and Expectations - Setting clear expectations and goals is crucial to avoid any ambiguity. During the onboarding process, employees should have the opportunity to discuss their roles and responsibilities with their managers. This helps them align their personal goals with the organization's objectives, fostering a sense of purpose and direction.
Continuous Feedback and Support - The onboarding process doesn't end after the first week or even the first month. Regular check-ins and feedback sessions should be scheduled to gauge the employee's progress, address any concerns, and provide ongoing support. This proactive approach reinforces the idea that the organization values its employees' growth and success. Consider setting up planned, weekly check-ins with the new employee. Maybe consider daily for the first week.
Engagement and Team Building - Creating opportunities for new employees to engage with their peers and become part of the team is essential. Team-building activities, workshops, and social events contribute to a sense of belonging and camaraderie, which can significantly impact an employee's job satisfaction and overall happiness. New employees want to feel included, don't leave them out!
For assistance in optimizing your onboarding strategy, contact Full Circle HR, today!
The Compliance Corner
NEW Employee Handbook Requirement
On August 2nd the National Labor Relations Board (NLRB) made a decision that impacts employers covered by the National Labor Relations Act (NLRA), which is most private employers regardless of their union or non-union status. Under the new standard, if an employee can reasonably interpret the work rule to be coercive, then the rule could be infringing on the employee's rights under the NLRA.
This is what you need to know...
Policies that need to be reviewed or rewritten to be aligned with the latest ruling are -Rules prohibiting insubordination. -Restricting employee use of social media. -Restricting meetings with co-workers or circulating petitions. -Restricting criticism of the company's management, products, or services. -Ensure you outline rules for safety complaints (employers with more than 15 employees should outline this in their safety manual as well). -Limiting comments to the media or government agencies. -Restricting the use of company communication resources, such as email. -Rules against limiting the recording of meetings or the use of smartphones. If any of the above items are outlined in your employee handbook and can be perceived as coercive, you will need to revise your employee handbook to meet the new rule.
Contact me today to review your employee handbook for any of these areas that may interfere with the NLRA's new rule. Together we can determine if we need to seek legal counsel on appropriate language as it meets your business need and the NLRB requirements.
"Good onboarding is like a warm welcome - it lets the new employee know that they belong," Amber Hyatt, VP at SilkRoad Technology
Here it is! The updated I-9 Form.
Employers can continue to use Form I-9 with an expiration date of 10/21/2019 through 10/31/2023. But starting 1/1/2023, all employers must start using the updated, one-page version.
The U.S. Citizenship and Immigration Services (USCIS) announced that a new Form I-9 will be updated and employers should start using it on August 1, 2023. The new form will be easier to complete and shorter in length. The greatest difference is the documentation procedures that allow employers to verify documentation, remotely.
My friends at The Social HQ and at Live Free Digital are partnering with ABC NH & VT to bring you an amazing series to boost your social media marketing approach! If you have never worked with either, consider doing so today! Take your business to the next level!
Elevate your marketing with our marketing series focused on short form video, search engine results pages and LinkedIn! In today's fast-paced digital landscape, mastering these three essential pillars is crucial to achieving social media marketing success.
Short-Form Videos: Rehabbing Your Social Media Strategy, Wed., Sept. 6, is designed to equip you with the essential skills to leverage short-form video content and revitalize your social media presence. Click here for more details and to register..
Anatomy of a Search Engine Results Page (“SERP”), Thurs., Sept. 14, will cover why a Search Engine Results Page (“SERP”) matters and why the map-section 3-pack of Google listings is so important. Click here for more details and to register.
Building Your Network Using LinkedIn, Tues., Sept. 19, will review how to use LinkedIn as a platform for professional networking, business development and knowledge sharing. Click here for more details and to register..
Contact Jennifer Landon, ABC NH/VT V.P. of Education and Workforce Development, for more information.
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In response to the devastating situation in Lahaina, Maui - please consider donating to help the helpless pets needing medical attention, care, food and water, and placement with their families or foster care.
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