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When planning a new employee orientation, it’s easy to get lost in the logistics – the employee passwords, the departmental rules, and the general “how-to’s.

Yes, these pieces are all vital to the puzzle, but they do not provide the true clarity a new hire needs to be successful in their role on day one, week one.

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Leaders should take the first available opportunity to explain how each employee’s work contributes to the overall mission. Employees who are clear about how what they do on a daily basis helps improve or grow the company are generally more engaged, satisfied, and productive.

Consider your current NEO program. As it stands today, could each employee clearly answer the following questions?

 

WHAT IS MY JOB AND WHERE DO I FIT IN?

WHY MY JOB IS IMPORTANT?

 

Don’t presume this is implied to someone totally unfamiliar with your processes, your mission, and your purpose.

Start by communicating this information at the beginning of orientation. Then, reiterate it constantly via staff meetings, annual reviews, company newsletters, and project updates.

Remember, when employees are unable to see the link between daily activities and the bigger picture, they become less engaged, less satisfied, and less productive.

On the other hand, employees who are crystal clear of their impact on the bottom line feel invested in the company’s mission and vital to its purpose.

A few ways you could commit to keeping employees involved and invested in the company mission long-term are:
  1. Share your mission and vision early so each employee gains a solid understanding of the role they play in helping the company achieve it.
  2. Discuss company performance and goals with staff members at all levels, not just with upper management. Understanding how their role contributes to the organization can help employees boost their own performance.
  3. Commit to ongoing discussions about how each person’s contributions benefit the business.

Let’s think about a security worker at a museum for example. As front-line workers with direct access to your customers, how must they embody the quality standards of the organization? Does their ability to move people safety and promptly through the museum have a resounding impact on returning visitors and their loyalty to your institution? Does their speed and precision greatly influence how many groups can tour the building each day?

Whatever the tie may be, providing continual context on metrics such as these will help employees at all levels connect the dots and understand the importance of their role.

New employee orientation is when your people crave clarity the most. Think about how you can connect them to the common purpose, the quality standards, and the overall structure of the organization for which they work. The result? Truly enlightened and empowered employees that deliver better experiences to your customer.

 

Learn more about shaping your organization’s onboarding process HERE or CONTACT US for more information!

 



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Mike Donnelly is a recognized expert, keynote speaker, facilitator and consultant in customer service and leadership development. Leveraging 20+ years of experience from The Walt Disney Company, he and his team help destination location clients and clients in various customer-facing industries create customer loyalty to achieve positive business results. Learn more at www.DonnellyEffect.com.

 

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