Alternatives to Traditional On-Boarding: Automation & Cultural Immersion
I’ve spent the week talking about cultural immersion in organizations and how to integrate employees to an organization’s overall culture and way of operating. I was also privileged to listen to how companies can best automate the on-boarding process and the challenges they have to find the right solution, incorporate employee orientation, and develop overall individualized learning programs. Once finding the right solution, the first step is getting buy-in from leadership to purchase it. The second is getting buy-in from those used to the old way of doing things to change their habits and learn new skills. In a sense, a culture change.
The ROI for automating the on-boarding process is if questions or mandates around policies, logistics, legal, and equipment issues are dealt with beforehand or simultaneously to an employee’s start with a company – online or through a savvy software program – then those long drawn out employee orientation sessions can be instead used to excite, inspire and truly welcome the new hire. Don’t forget, 60% of new hires make a decision whether or not to leave the company within the first 6 months. And Gen Y-ers expect to have 5-7 major career changes, where baby boomers 2-3. It’s imperative we keep top talent engaged.
My part in the employee on-boarding conversation held in Costa Mesa and San Jose, California – hosted by Silkroad (a software company catering to automating the on-boarding process) was to suggest that “cultural immersion” was the solution to getting new hires quickly involved, bought-in, and enthused about the new company. If organizations spend more time on acclimating people, explaining how things truly work, and helping the employee to network and see their own career path within the company, studies show that retention rates and general performance increases.
This Thursday’s #GlobalMindsetChat will address the question of employee cultural immersion and the benefits to automating the on-boarding process overall.
(We use caps not to yell or be obnoxious, but to distinguish questions from answers. Thank you for your understanding.)
Q1 WHAT CHALLENGES EXIST IN THE ON-BOARDING PROCESS, GENERALLY? #GLOBALMINDSETCHAT
Q2 WHAT NEW TECHNIQUES, TOOLS OR PROCEDURES HAVE YOU TRIED OR WOULD YOU RECOMMEND IN EMPLOYEE ONBOARDING? #GLOBALMINDSETCHAT
Q3 HAVE YOU USED AN AUTOMATED PROCESS? WHY? OR, WHY NOT? #GLOBALMINDSETCHAT
Q4 WHAT DO YOU THINK ABOUT THE CONCEPT OF “CULTURAL IMMERSION” AS AN ON-BOARDING STRATEGY? #GLOBALMINDSETCHAT
Q5 WHAT NEEDS TO BE IN PLACE IN ORDER FOR EMPLOYEE CULTURAL IMMERSION TO WORK SUCCESSFULLY? #GLOBALMINDSETCHAT
Q6 WHAT STEPS WOULD YOU RECOMMEND IN AN EMPLOYEE CULTURAL IMMERSION PROCESS? #GLOBALMINDSETCHAT
Q7 OPEN DISCUSSION: WHAT ON-BOARDING ISSUE IS PRESSING FOR YOU? WHAT WOULD YOU LIKE TO GET ANSWERS TO? #GLOBALMINDSETCHAT