Building Humanized Workplace Culture from the Beginning
"Only one thing really differentiates your business from your competitor: your people."
Rusty Rueff & Hank Stringer said it best in their book Talent Force: A new Manifesto for the Human Side of Business. It's tough to build an outstanding business without outstanding people. The trick is finding the right people.
Use this as a guide to recruit, chose, and retain the best employees.
RecruitmentYour culture starts before employees are even employees; meaning, your culture starts from your web presence and job openings page. Maintain an engaging social media presence; allow people to see what it's like in your office, show the people that make up your company, give a glimpse of what the day to day looks like. Once job searchers get to your employment page, keep it a friendly. Provide "about us" information or an easy link to it on a different page. Write job descriptions that are true to the position responsibilities without just sounding like a robotic list of tasks.Interview Process
The interview process is a company's time to scope out a candidate, but keep in mind that the candidates are also scoping out what life would be like at the company. Let them meet and talk to other team members that they would be working with day to day. Additionally, set a comfortable tone for the interview. Ira Glass from This American Life suggests that if "you act like a real person, and you tell them stories, they will tell you stories back." If you're comfortable, the candidate will be comfortable, and you'll both learn more about the other.
First DayThe first day of a new job can be intimidating for people. Be prepared and create a plan for the first day and week. Give the new employee a chance to meet with members of the team and form connections. Be sure to provide them with a substantial introduction to each other. Provide points of similarity between the two individuals so they'll be able to easily connect from the start. Perhaps even introduce your new employee by providing background information about what they did well in their last position. This will acknowledge the new employee's strengths, make them feel valuable from day one, and give current employees an easy topic to make conversation about later.Humanize Learning
In a recent survey, 76 % of new employees said they wanted on the job training. But the onboarding process doesn't have to be an exhaustive schedule of training meetings one after another for a week straight. The training process should have a 90-day plan, with several intermediate check in periods throughout. Create and publish a learning plan that allows new employees to develop sequentially. Provide resources and coaching from people who are skilled in their roles.
Check InJust as in the training process, it's important to check in with new hires throughout the first few months on the job. Schedule meeting times to discuss their progress, find out what additional resources they need, and what other training they'd like to have. Take this time to establish a potential career path, as this planning process is ignored by 65% of firms. It's likely that the planned career path will change over time, but show your employees your invested in them and care about their future with the company.
Use this guide to start a conversation at your office about your new hire process. There's not one black and white answer that works best for everybody, so find what fits with the culture of your business. Once you have the beginning of the employee journey figured out, work on building a culture everyone will envy from the inside out. If you need assistance with organizing all the documentation that comes with hiring a new employee, use electronic document management from Coordinated Business Systems. Our software will efficiently scan, index, and store documents electronically in a safe and secure location. Contact us today to find out how Coordinated can help your company succeed.