How to teach corporate culture through onboarding


One of the most common factors in a person’s success in a new job is the effectiveness of the onboarding process. Intentionally, employee integration is a tool that allows you to quickly hire a new recruit and help them find their place in the culture of an organization.

A fact that companies like software developer JAMF have taken to heart. According to a Forbes item, JAMF’s training program places a strong emphasis on the importance of culture, role and product.

These three focal points ensure that if a new hire understands their role, the product, and their place in the culture, they have a greater tendency to thrive, which in turn allows the business to thrive.

Teaching culture

Onboarding can be a stressful endeavor for both the new hire and the company. The first few days can be nerve-racking, and if the training isn’t effective enough, it could spell the end of an employer-employee relationship.

Nobody wants that. So, to make the process easier, let’s break the integration into three segments: before day 1, day 1, and week 1 and beyond.

Before day 1

Before a new employee arrives, it is important to integrate them into the team. Prepare their workspace with what they will need and let their new colleagues know. Another great way to do this is with the Atlanta-based Marketing Automation and Email Marketing department, Mail Chimpanzee.

Their New Hire Ambassador is responsible for “sending each new hire a detailed email of what their first day will be like so they know exactly what to expect.” That way when they get there on day one they know what to expect and they start to feel like a team player from the start.


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Remember that taking the initiative right from the onboarding, such as an introductory email, and preparing a place for new hires will ease their transition into the company.

Day 1

Armed with the burgeoning knowledge of the culture and a growing understanding of how they fit into the whole, this is a way to reduce the nervousness of the new day. At this stage, according to RH Cloud Blog, “New hires are eager to hear how they relate to the bigger picture. “

When the new employee enters the building, an employee involved in their maintenance process should be there to greet them. This will help them feel more comfortable when shown the facilities and where they will be working. Take the time to introduce new hires to your colleagues, management and their team members.

Week 1 and beyond

By the end of the first week, employees should have a clear understanding of the company’s expectations, goals and values. They will have started to assimilate into the culture.

A suggestion software company Thrive TRM gives to help the process is: “A little social time … will give your new hire the opportunity to chat with colleagues in a less formal setting than a meeting or work session, which allows for make sure everyone is more comfortable moving forward as a team. “

This understanding of their role and their place in the company is essential. Set aside time to review their progress with each new hire and discuss any concerns or issues that may have arisen. And continue to assess and support them as they grow within the company.

Conclusion

There is a definite symbiotic relationship between onboarding and the culture of a company. The more a new employee is integrated into the culture, even before the first day, the more likely they are to excel in their new role. And as we say to the hotel chain, Ritz Carlton Hotel, “Employees who embrace your culture will help create an atmosphere of teamwork, collaboration and success. “

About the Author

Blake Beus is Director of Learning Solutions at Allen Communication Learning Services


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