As an HR manager, onboarding new employees means you’re responsible for creating the landscape for newcomers. You’re also setting the course for an organization to succeed and thrive. All that can feel like an arduous task. In a desperate attempt to manage the weight of your work, it may be tempting to pass some responsibilities off to the next busy middleman, or let them fall to the wayside altogether. It’s a story fraught with frustration and inefficiency.
Unfortunately, this inefficiency happens too often when management lacks established processes and the right technology, and instead rely on manual processes or outdated systems. In reality, there are solutions that don’t cost an arm and a leg. With a Human Capital Management (HCM) system, you can effectively manage the employee lifecycle from pre-hire to retire. As new hires enter the mix, it’s crucial to establish a sustainable onboarding experience that contributes to positive performance and productivity.
You’ve probably noticed that the modern American workforce is changing. That may be partly due to shifting cultural priorities, technological innovations, and the addition of more contingent workers. But underlying those new factors is a drive to work faster without sacrificing quality. Nowadays, it’s critical to look for creative ways to meet needs while controlling costs and improving productivity.
Company leaders are (rightly) preoccupied with the buzzy concept of “corporate culture” these days. While highly-funded tech companies provide splashy benefits packages, it can be tough for smaller organizations or companies in traditional industries to even think of how to compete.
But it turns out that wild getaway parties and beer taps aren’t the key to a healthy, thriving company culture. Your employees (particularly millennials and the newly-graduating Generation Z) aren’t looking for what you can give them; they’re looking for how they can help give back.
That’s why one of the strongest ways to improve your engagement and retention rates is also one of the simplest: providing volunteer opportunities in the workplace.
Losing employees at a rapid clip is a massive drain on a company’s resources (read more on this topic here). It can also be a sign that there’s something really wrong with an organization internally. If exit interviews reveal that employees aren’t just leaving for greener pastures or personal growth opportunities, but because they’re burned out, bored or disgruntled, the cause may be a problem with engagement.
Imagine showing up to a party where you know absolutely no one.
Although you’ve been invited to the party, you had to do a lot to impress the hosts and earn that invitation. You’re excited to be there and jump in on the fun, but when you walk in the door everything is in full swing. No one notices you’re there—not even the person who sent out the evite.