Onboarding – a critical component to success

I am a firm believer that a solid onboarding process for new employees is critical to company morale, production, retention and most importantly, employee satisfaction.

To make sure and clarify what onboarding is, here is a tidbit from Wikipedia. Onboarding, also known as organizational socialization, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders.

There needs to be effective employee onboarding process in place and that will have a positive domino effect: it ensures that new hires feel welcome and prepared in their new positions, in turn giving them the confidence and resources to make an impact within the organization.

The process will vary from job to job and company to company. Let’s look at the most basic items and build from there.

If you can have as much paperwork completed before the employee actually starts their first day is a bonus. Do you have their resume? Did they complete a company application? Did you provide them with a list of needed documents to have on the first day of work, i.e., marriage license, auto insurance, social security card, drivers license, banking information for direct deposit and the list may go on depending on some specific information that you may need. Wouldn’t you want the first day of your new employee to go smoothly?

Do you have an orientation scheduled with the new hire? Where’s the bathrooms? Where’s the copier? Review the employee handbook to answer any questions. When are paydays? Review the benefits package and the options. How to use the phones. A current roster of employees with phone numbers and emails. Key contacts noted that would pertain to them directly. Did you introduce them around the business? What technology is used and that they will need to familiarize themselves with or provide the needed training for those tools. Orientation can be as detailed as you like, but, realistically would completed on the very first day.

Next, what is the training schedule? You do have a training schedule set up, correct? Look at training needed for that specific role the new hire will be in and address what areas that need to have training. Are there other internal departments that impact the new hire? Make sure that all departments are on a schedule to meet with the new hire and do their own one-on-one orientation/overview to educate the new hire.

The key is to have an employee that is knowledgeable about the company, understands the values, vision and core principles, knows their role in the company and has an understanding of the goals that the company is trying to accomplish. Nothing wrong with that scenario, is there? Have you established your brand, your culture, align expectations and provided the tools to be successful?

Did you ask your new hire if they have any questions about anything that has been reviewed so far? Do they have any questions that may not have been covered in this onboarding process? So, whether this is days, weeks or months to onboard an employee, it is critical to your success and the company that this goes well.

So, if I can help you with your onboarding process, just let me know. It is a critical component to any organizations success.

The Professional Chef – A Great Resource

An essential book for every chef from the Culinary Institute of America. I refer to this book quite often for recipes. I also like to have it as a reference when watching my favorite shows on the Food Network like Chopped and they have some obscure food as an ingredient. Great instructional component to this book as well for those that may be new to the profession. Enjoy!

Top Coaching Habits of Great Sales Managers

This is very good information here from my favorite folks at Selling Power. 11 great questions get answered in this two-part article. Enjoy!!

Managing a sales team is a lot like coaching a sports team. In both cases, you’ve got to balance varying levels of skill among the team, put routine practices in place to help them achieve peak performance, and ultimately lead them to a winning season or quarter. Selling Power recently hosted a Webinar on the topic of sales management and sales coaching (“Accelerated Sales Success through Effective Coaching“) featuring Selling Power CEO Gerhard Gschwandtner and Sales Readiness Group president David Jacoby. In this two-part Q&A, Jacoby provides answers to the top questions that were asked during the Webinar. (To listen to the full recording of the live Webinar, click here.)

This is Part 1 – http://www.sellingpower.com/content/article.php?a=9570

This is Part 2 – http://www.sellingpower.com/content/article.php?a=9572&nr=1

Sales Worst Practices

10 Sure-Fire Ways to Fail at Sales – Sometimes a humorous perspective that highlights the wrong things to do can give you insight into doing the right things. I hope you enjoy our list of the top 10 sure-fire ways to fail at selling today. From the Brooks Group.

Sometimes it is great to see what not to do as opposed to what you should be doing. Enjoy and try to do the right things to make your sales career more successful.

Check out the article here.

It’s Turning Into A Virtual World

I have been working with Facebook, Twitter, LinkedIn and of course this blog and amazingly enough here comes another application to shake up the business world.

Online virtual worlds such as Second Life have a bad reputation in the business world, writes Rita J. King, but in the right hands they’re more than just huge time sinks; they can be powerful engines of innovation. Companies like IBM, Northrop Grumman and Manpower are already using Second Life to hold virtual meetings and share complex data, effectively combining teleconferencing with powerful presentation software into a single free program. When meeting and sharing ideas is easy, efficient and free, employees are more likely to collaborate, writes King, making it just a matter of time before every company has a Second Life office.

Read the article at Strategy + Business.