Covid-19 overnight changed a lot of processes and functions, especially within HR. So, it would seem that employee orientation would also take a hit. But a series of interviews that we undertook with people who recently changed organizations proved otherwise!
The processes of Induction, Orientation, and Onboarding all need to be executed properly in order to lead to successful Employee Integration.
Covid-19 has brought with it a drastic shift in how we all live, work, and rejuvenate. The same with employees world-over. No wonder old promises made by employers don’t meet the employees’ current needs and expectations. There is a pertinent need for an Employee Value Proposition Refresh if organizations want to remain relevant, keep their employee groups engaged and motivated, and wish to have a great relationship with their employees.
Remote working has brought with it various disruptions in how employees relate and engage with each other and the organization itself. To help combat work-life balance issues and a variety of stressors, it’s crucial that organizations introduce new and unique employee experiences in the virtual landscape that are relevant, purposeful, and impactful for employees.
Most managers are now facing a challenge they never signed up for – leading fully remote teams! This brings new problems to the front, along with the need for them to adopt new skill sets and responsibilities almost overnight. But empowering your managers can be the key to all these problems.
Almost every organization today organizes inclusion and diversity programs. But the question is, how many of those programs and efforts are actually contributing towards building and fostering a positive work environment?
To make an actual impact, I&D efforts need to be planned regularly, should address causes head on, and should always communicate the ‘whys’ and the purpose behind the initiatives.
While most brands have their organizational values in place, a lot of them are unable to incorporate them into their employees’ daily interactions and ‘key moments that matter.’ Making it difficult to translate these values into the desired behavior and action.
Your organization’s culture has never been as important as it is today! Which is why, a culture transformation that takes into account the changing times is a must to show your employees the way forward.
Referrals trump advertisements. With the growing distrust of brands, the one way that organizations can ensure they remain the first choice of both their employees and customers is by employing a successful employee advocacy program!
To make your employer brand stand out, there are three key focus points: looking within, getting the right word out to the right people through the right channels, and transforming employees into advocates.
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