Often HR processes become stagnant and untouched due to the “if it’s not broken, don’t fix it” mindset. Sometimes that works out perfectly fine, and well, sometimes it doesn’t. Dust off the old untouched processes and implement something new and refreshing. Your new hires and current employees will appreciate it.
If you are still onboarding employees the same way you did 10, even 5, years ago, it’s time to take on that process in 2018. Go beyond the 3-ring binder full of forms and show your new employees that there is more to their first day besides paperwork and a company overview.
Sure, the paperwork can’t completely go away for any organization but the way you go about introducing said paperwork can. Try going paperless with a digital onboarding experience.
You can also take your onboarding to the next level by creating a more interactive experience for your new employees. You can even take the approach of self-onboarding where everything is digitized, and employees can learn about your organization and get acclimated, saving HR’s time and resources.
You can also incorporate (and show off) your company’s culture during the onboarding process. Make it a game in which new hires have to complete the game board and get a new company t-shirt. Create a scavenger hunt for them to learn their way around the office. Schedule an icebreaker game for team building and introductions.
Regardless of how you choose to update your onboarding process, be sure that you are doing what’s best for your organization and staying true to your company culture.
2. Recruiting & Hiring
Attracting and retaining top talent in today’s world can be challenging. There’s a talent shortage that sometimes feels like a talent war, and it’s crucial for your business to find the right people. Whether you have in-house recruiters or outsource to a recruiting firm, you should take the time to reevaluate your processes and revamp for better hiring in 2018.
For instance, if you aren’t already using a suite of assessments to ensure that you are hiring quality talent, you should greatly consider doing so. By using selection assessments in your recruiting and hiring process, you are taking a calculated approach to your hiring which in turn may result in higher retention rates and better talent.
Selection assessments include validated testing to measure work and leadership styles, workplace needs, achievement drive, reasoning, interpersonal and communication style, team focus, and more. By using these types of assessments, you can more accurately select the right fit for the positions are you filling.
3. Performance Reviews
Debating whether or not your organization should administer yearly performance reviews is not what we are here for. It’s up to you to determine what is best for your employees and your organization. However, it is important to note that if the only feedback opportunity your employees have is once a year, you may want to consider adding a program that allows for more continuous feedback.
Consider implementing a feedback software that enables employees to seek and give feedback more consistently. With more regular feedback processes, you and your managers can impact employee engagement and performance.
Your employees don’t want to wait another 365 days to find out whether they’re doing a good job or not.