Shoutout to our amazing Keilin Jeter for handling all the hiring and onboarding at our office! What would we do without her? 🌟 #TidalManagement #OfficeHero #TeamAppreciation #BestInTheBusiness
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Want to improve your onboarding process? Try these 5 powerful examples! 🚀 At HR Media & Co., we back humans in Human Resources! That's why our onboarding focuses on personal connections. 👋 1. Take time for introductions and icebreakers so new hires can get to know the team. 2. Pair new hires with an onboarding buddy to show them the ropes and join them for lunch. 3. Announce new hires on social media to welcome them warmly. 4. Ask for feedback with an onboarding survey so we can improve. 5. Set up 1:1 meetings with managers so new hires feel supported from day one. When you make onboarding more human, new hires feel engaged, connected, and ready to contribute on day one! Reach out to learn more about our people-focused onboarding process. ✅ Visit Now: https://hrmediaandco.com . #hrmediaandco #humanresources #corporatelife #corporatewomen #careersuccess #businessleaders #hrcompliance
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𝟔𝟎𝐊📍AI-Global Strategic HR➠Helping you to shape your corporate journey✔️ Onboarding ↔Exit Employee Life Cycle ⁎Policy, Employee Handbook, Grievance, Corporate Trainer | Certified HR, MBA-Strategic HRM
Ever wondered why some companies rocks while some struggles to make a positive 1st Impression ✔️ A proper onboarding process is crucial for companies because, ▫️It sets the tone for new employees, ▫️Helps to integrate in companies culture ▫️Increases retention rates, and ensures legal compliance. ✔️Important checklist items are 1. Employment paperwork completion 2. Providing employee handbook and company policies. 3. Training on workplace safety and harassment prevention. 4. Introduction to company values, mission, and culture. 5. Setting up necessary equipment and access to systems. 6. Benefits enrollment and explanation. 7. Reviewing job responsibilities and expectations. 8. Assigning a mentor or buddy for support. 9. Compliance with labor laws regarding minimum wage, working hours, and equal employment opportunity. 10. Collecting emergency contact information. Now, go forth ⏭️ and craft an onboarding experience that leaves new hires feeling excited🥳, engaged, and ready to win the competition. PS: Do you Agree- Your company's future depends on right onboarding or not? Aiman Akhtar
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General Manager Business Development & Human Capital Strategist | Driving Organizational Excellence & Empowering Top Talent | Transforming Businesses for Success
9 Ways to maximize the week before hiring In the week before hiring new staff, HR managers can maximize the process by: Preparation: Ensure paperwork is ready and workspaces are set up. Communication: Send a welcome email with a schedule for the first week. Orientation: Plan a comprehensive introduction to the company. Training: Provide role-specific training and assign mentors. Cultural Integration: Emphasize company values and arrange team-building activities. Paperwork: Complete necessary forms before the start date. IT Setup: Coordinate IT setup and provide access instructions. Check-ins: Confirm details and address any last-minute queries. Feedback: Gather input to improve future onboarding. This approach ensures a smooth transition and positive experience for both new hires and the company. If you found this helpful, follow me Joy Olowokere for more valuable posts #humancapitalmanagement #humanresources #linkedingrowthchallengewithlemmy
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That feeling of belonging. It’s not typically something you feel on your first day of a new job. But for the candidates we’ve recently recruited into Plant Assessor, they felt it on their first day. How cool is that!? Last week, we got to celebrate with the whole company at their monthly staff BBQ. A day of celebration, announcements, fun, and the best spread of food I’ve ever seen at an office BBQ. My favourite part? Hearing about all the massive goals our candidates are smashing. How they’re already contributing to the success of the business. And just how much they bloody love the place. They belong. How do you make sure your new employees feel like they belong? #belonging #onboarding #uncommonlygood
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Starting a new job can be exciting and overwhelming at the same time. However, with a seamless onboarding and orientation, the experience can be made much easier. As an HR professional, I understand the importance of the onboarding and orientation process and how crucial this piece of the employee life cycle is. Last week, I received a virtual onboarding from Pelican Bay Foundation which included all pre-hire paperwork, videos, the company handbook, and more. Completing everything ahead of time made coming into the office for my first day a breeze. Today, IT got me set up with my laptop and credentials right away. I was able to engage with my boss and meet other leadership in the organization, including the President. All of this was pre-scheduled as a part of my orientation. I was even showcased on a slideshow which runs on screens throughout the office with birthdays, anniversaries, and other announcements. I'm proud to be a part of an organization that gives new hires the tools they need to be successful and feel included. I cannot wait to be a part of orienting new employees myself as a part of my role. #onboarding #orientation #newjob #employeeexperience #HRprofessional
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I help you simplify onboarding! / Easier for managers to guide the newbie and keep the team performing / Easier for new hires to live the company culture and contribute to its mission and goals.
Hey HR, People and L&D people owning #onboarding what’s more important, retention or belonging? I know. It’s hard to decide and you shouldn’t. Yet I see too many posts, articles and so on talking about the problem of retention in onboarding but maybe too little about the problem of belonging. And I get it, it’s just easier to detect a lack of retention: people are either physically there or not at all. With belonging it gets trickier, how can you tell if people’s full selves are present or not? You might rightly so wonder: how does one even measure belonging to begin with? In today’s competitive job market, retention might not the real challenge anymore but a lack of belonging. Because even though people will stay for long, feeling disconnected from the company and peers will have a negative impact in productivity and teamwork. How are is your current onboarding program creating a sense of belonging in your newest team members? Have you thought of the power of social learning as your biggest ally to bring new hires up to speed while building meaningful relationships? This is precisely what I’ll be talking about in the Offbeat SPARKS✨ event at Babbel’s offices in #Berlin this Wednesday 25.10 at 18h. Join me! The registration link is in the comments If you are not in Berlin, just send me a DM with the word BELONGING and I’ll share with you the main ideas of the presentation 😃 to exchange thoughts. ——————- Hi, I’m Madlen, I parter up with companies to increase the retention of their onboarding programs by crafting seamless experiences that create belonging. Not sure how to know if your onboarding is fostering belonging? I can help you measure that. Send me a DM and I’ll tell you how we can help you get it done ✅ #chro #hrbp #coo #EmployeeEngagement
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We can all agree that the social relations you make in your workplace, makes a difference in your overall well-being and efficiency in your work. At PJM, we believe that social relations should be developed from day one, to ensure a smooth and comfortable transition for new employees. Stefan remembers his onboarding process as succesful and with a team that helped him get started. One of the best parts, he says, is the acknowledgement employees receive from supervisors - not only for their manual skills, but also their knowledge. Read more about Stefan's experience at PJM here: https://hubs.la/Q02bt0MH0
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When an employee departs, it's crucial to: 1. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲: Announce departures gracefully. 2. 𝗘𝘅𝗶𝘁 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄: Seek feedback. They offer a fresh perspective. 3. 𝗣𝗮𝗽𝗲𝗿𝘄𝗼𝗿𝗸: Ensure all legal & financial aspects are clear. 4. 𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗧𝗿𝗮𝗻𝘀𝗳𝗲𝗿: Don't let institutional knowledge walk out the door. Offboarding isn't a 'one-size-fits-all'. Tailor it to your org's culture.
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As part of the onboarding process, we got together yesterday in our office in Zaventem for an Introduction Day. It was a great experience and big thanks to Sara Wouters and Clémentine André-Dumont for facilitating this insightful day. 👏 💡 This day got me to reflect on the importance of the onboarding process. It's not just about policies and processes; it's about making new hires feel welcomed, valued, and ready to get started. By establishing a solid onboarding process, you can up your game and here's why; ✅ You are setting the stage for success: A well-planned pre-boarding and onboarding gets new hires up to speed faster. ✅ You are fostering connections: It's not just about learning the job; it's about feeling part of the team from day one. ✅ You are cultivating engagement: When employees feel welcomed and supported, they're more likely to stay motivated and committed. ✅ You are aligning with company goals: Onboarding introduces new hires to the company culture and values, ensuring everyone's on the same page. Your employees are your best ambassadors! Let's keep investing in these first impressions and make every new beginning count! #onboarding #companyculture #engagement #TriHD #TriFinance #TriTechnology
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In recent months, we've been speaking with dozens of HR leaders from top organizations on hybrid work and one theme has stood out. With the need to coordinate remote and in-person collaboration, navigate different time zones, and achieve global integration, a comprehensive employee handbook is now a necessity. 📚 At Learnexus, we're here to assist in developing Learning & Development essentials like handbooks that empower and guide employees. 🚀 More about our take on the growing importance of employee handbooks that meet an increasingly hybrid workplace below 🔽 🔽 -- Why are employee handbooks taking center stage? 1️⃣ Clear Expectations: They set the tone for how your company operates, behaves, and adapts to unique challenges. 2️⃣ Alignment with Values: A well-crafted handbook also connects with your core product or service offering and why your company is doing what it is doing, creating a cohesive narrative. Take Whereby, a Video Conferencing App, for example. Their publicly available handbook isn't just informative; it's a testament to their philosophy of "working from everywhere." 🌍 They've introduced innovative policies like: - Agnostic Hours: Allowing flexibility in work schedules across various time zones. - Time off in lieu (TOIL): Encouraging self-management of work hours, promoting balance and autonomy. Makes sense when their product "allows people to have breakfast with their children rather than being stuck in traffic", contributing to a world where anywhere works. It's all beautifully communicated and directly ties to the WHY of their operating behaviors. So, what else can your employee handbook address to ensure it's first-class? - Compensation💲 - Company Metrics 📊 - Diversity, Equity, and Inclusion (DEI) 🌈 - Benefits & Perks 🎁 - Hiring Practices 👥 - Dress Codes 👔 The way we work is evolving, and the way we define, communicate, and embody our working principles must evolve too. A solid employee handbook is table stakes. Could the future hold concepts like 'Agnostic Days'? 🤔 What does your employee handbook look like? Where do you see them falling short? Is it time for an upgrade? -- Some good employee handbooks to check out: - Juro: https://lnkd.in/eRsRmJpT - Whereby: https://lnkd.in/eXFVGvxT - Runa: https://lnkd.in/eSk7_wqU - Learnerbly: https://lnkd.in/eYsDwUzN (Open Org has aggregated several more -- https://lnkd.in/eJ4uNmiG)
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