This year I’ve noticed a huge growth in the number of HR managers coming to me looking for ways to better engage new staff.
We all know how important engagement is — yet a recent survey by Gallup revealed only 13 percent of worldwide employees feel engaged at work.
In the first of a new series on HR Grapevine I’ll be looking at ways you can improve your engagement process to ensure new starters aren’t missing out.
The digital approach
My first tip might seem radical, but it’s a way to truly re-energise your engagement process — now is the time to move your engagement programme online and create an interactive version.
In a rapidly expanding digital world the benefits of this approach are manifold. New starters absorb content better when it’s presented interactively and are quicker to become more knowledgeable about their company, its values and mission.
Create an interactive engagement programme and you’ll be able to track and measure responses, meaning you’ll discover what works for new employees — and conversely, what doesn’t.
Remember too that the engagement process isn’t over and done with in a day. You should plan at least three months for onboarding.
I advise HR managers to break the process down into three steps. To help with this, I’m running a series of three webinars tailored specifically to HR managers.
Done well, the engagement process can make a huge difference. Find out more about our products, including a limited special offer for HR Grapevine readers here.