january 25, 2017

The SSVA SHRM Chapter met on Wednesday, January 25, 2017, at 11:30 AM, at the Institute for Advanced Learning and Research (IALR).  Chris Wilson called the meeting to order.  

Chris Wilson called the meeting to order and welcomed guests and introduced 2017 Board members.  He then shared the new rolling agenda and asked for feedback. 

We then did an activity where table groups answered two questions about best practices related to Onboarding and Orientation and shared their feedback with the group.  A discussion followed and the response was very positive.  We focused on the sense of loyalty in an organization and how to foster that in new hires.  Kristina Barkhouser collected the flip charts of responses and will type those up for distribution.    

Birthdates were collected via the sign in sheet.  There were 37 attendees, 2 were guests. 

Having no further business, the meeting was adjourned.

January 25, 2017

SSVA SHRM

Onboarding and Orientation Best Practices

Loyalty: 

What does loyalty look like in a new employee? 

• Their language when talking about the job.
• Social media evidence.
• Jumping in and helping
• Attitude.
• Punctuality
• Showing pride.
• Engaged in promoting the company.
• Happy employees in the organization.
• Hearing current employees speak about internal opportunities.
• New employee starts demonstrating interest in internal growth opportunities.
• Goes above and beyond.
• Volunteering for special assignments and events.
• Working safely.
• Meeting quality standards.
• Teamwork.
• Adds value and is engaged.
• They sign up for initial offerings and long term opportunities, e.g. retirement benefits, insurance.
• They share positive experiences and level of satisfaction with co-workers.
• Engaging.
• Supporting management.
• Asking questions.
• Protective of supervisor.
• Works without complaint.
• Markets name well.
• Speaks highly of the organization.
• Gets great customer reviews.
• Desires to be a team member.
• They are a champion for the company publicly and do things voluntarily, regardless of the benefit to position.
• Engaged employee.
• Environment/setting.
• Trust. Accurate Info.
• Employment history, references, recognitions.
• Willingness to contribute without employer soliciting it.

What are some things that HR professionals can do to foster loyalty?

• Have workspace ready.
• Have an onboarding schedule.
• Announcement of the new employee.
• Have give-aways.
• Praise and progress reports.
• Take them to lunch.
• Engage in a conversation about them.
• Remind employee that their work matters and they impact the outcome.
• Involvement in other activities outside their job tasks.
• Mentor.
• Invite them to share their knowledge and help others.
• Speak often about mission, vision, values and culture.
• Improving company culture.
• Increased confidence in leadership team.
• Feedback at 30, 45, 60 and 90 days.  Formally and informally.
• One on ones. 
• Open communication. 
• Be honest and truthful.
• Organize tours/rotations in a strategic manner with people who will be positive influences and have positive input.
• Recognize good things.
• Include family members in activities.
• Have extracurricular activities and opportunities for engagement.
• Promote loyalty sooner in new hires.
• Help them to feel welcomed and valued.
• Listen to your new hire.
• Encourage input.
• Encourage ownership.
• Show their opinions matter.
• Inclusion.
• Community engagement.
• Evaluate value alignment.
• Invest in team environment.
• Successful training.
• Feedback through new hire luncheons and evaluations.
• Discuss goals.
• Resources for success.
• Open channel of communication.
• Consistency.
• Reinforce positive behaviors.
• Accountability.