People
First!
Publisher: James Carter
http://www.EmployeeDevelopmentSolutions.com
Repario Ltd. 2004 - 2008
A team is like having a baby tiger given to you at Christmas.
It does a wonderful job of keeping the mice away for about
12 months--
and then it starts to eat the kids.
Team
Leader, American President Lines
IN
THIS ISSUE
1. Recent Poll Results
2.
Recent News
3.
My Issue For This Issue - Aesop,
Dilbert and Employee Orientation
4.
Books on the Subject of
People
First! is sent only to subscribers. If you are receiving
this issue as a forward, and would like to get your own
free subscription, please put SUBSCRIBE in the SUBJECT of
an Email
or visit our ezine page.
PRIVACY
STATEMENT: We will not distribute your email address to
anyone. Period.
1.
Recent Poll Results
Only
one poll this month, but we wanted a higher sample size.
We hope you enjoy the time and effort we put into coming
up with polling questions. If there is a question you
would like see polled, please email it to: poll@employeedevelopmentsolutions.com
| In
my organization, attempts to make any changes
are resisted. |
| |
Very
True |
48.15% |
| |
Somewhat
True |
30.86%
|
| |
Somewhat
False |
12.35% |
| |
Very
False |
4.94% |
| I
don't know |
3.70%
|
| |
Respondents
= 81 |
| Does
worrying about being laid off affect your performance
at work? |
| |
Yes |
64.29% |
| |
No |
28.57% |
| |
I
don't know |
7.14% |
| |
n
= 14 |
|
| |
| Our
organization's culture positively impacts our
bottom line. |
| |
Strongly
Agree |
45.95% |
| |
Agree |
27.03% |
| |
Disagree |
5.41% |
| |
Stongly
Disagree |
13.52% |
| |
I
don't know |
8.11% |
| |
n
= 37 |
|
| |
|
|
Back
to Top
2. Recent News
NEW
DISCUSSION BOARD!
I
am please to announce that we have put together a very
nice discussion board. Be sure to take a look and put
some information on there. Right now it looks a little
bare, but that is because it is new. I need moderators
to help with the topics, so please let me know if you
are interested.
http://www.employeedevelopmentsolutions.com/ikonboard/ikonboard.cgi
Since
we have begun providing by-the-minute HR news, I have
stopped trying to read every HR-related news article.
To stay in touch, bookmark our news feed page with updated,
by the minute HR-related news. Follow the link:
www.employeedevelopmentsolutions.com/hrnews.htm.
Back
to Top
3.
My
Issue For This Issue -- Aesop, Dilbert and Employee Orientation
by
Dennis Wade
|
You
may recall in Aesop's fable about the ant and the
grasshopper that the ant was busy preparing for winter
while the grasshopper was busy chatting with every
passerby. When winter came, the ants had plenty to
eat, but the grasshopper was dying of hunger. At that
moment the grasshopper knew: It is best to prepare
for the days of necessity.
One
might state the moral in a different way (e.g., be
prepared for the future), but any way you slice it,
this is a story about being proactive, and it applies
to new employee orientation/integration in two ways:
1) By investing in new employees up front, an organization
reaps several future benefits. 2) By establishing
or refurbishing an orientation/integration program
now, you'll be prepared when employee hiring accelerates.
New
Employee Integration Reaps Benefits
Although
a Stanford MBA graduate would do a great job justifying
the investment in a quality orientation/integration
program, it's not necessary. You can simply ask any
employee hired in the last year to compare their experiences
with a great integration program and a poor one. Several
things happen when a quality integration program is
in place:
- Retention
- When new employees feel valued they tend to stay
around longer.
- Productivity
- New employees get up-to-speed more efficiently
and effectively.
- Satisfaction
- Frustration with wasted time trying to find information
is reduced/eliminated.
In
recent years employees have come to have higher expectations
of the company's new employee orientation. A great
integration program has the following traits:
- Web-based
- One-stop-shopping on the company's intranet, and
all the necessary links in one place.
- Current
- Complete and up-to-date information, including
organization charts, mission statements, and strategic
objectives.
- Easy
- Employee, manager, and admin checklists of all
integration tasks.
- Support
- Buddy and mentor programs.
- Training
- A list of all employee integration courses for
the first 9-12 months.
Now
is the Time to Address It
You
may be thinking, "You're right, we've been meaning
to improve our integration program, but now isn't
a good time because we're hiring very few people."
Actually, this is the best time because:
- Your
organization will be ready for a steep hiring ramp
of new employees when the economy rebounds.
- You
won't have time to establish or refurbish when business
heats up and you're busy hiring people. Waiting
to address employee integration is like trying to
change your car's oil during morning commute on
the freeway.
- It's
better to implement a new or refurbished program
for a few employees than for many. Like a pilot
pre-implementation, you'll have time to work out
the kinks.
You
can bet that executive management is working proactively
to continuously improve your company's research, production,
marketing, and customer support. It shouldn't be any
different with the company's most valuables resource
- its people.
For
a humorous look at what can go wrong without a quality
orientation program, see what happens when Dilbert
gets involved at: http://www.shockwave.com/sw/content/showher.
|
Back
to Top
4.
Books on the Subject of Employee Orientation
Do
your self a favor and go to half.com
for books before you buy any. I have had fantastic results
from purchasing from this website.
I
don't have any books to recommend on this subject.
Back
to Top
****** EARN REFERRAL COMMISSIONS ************************
You
can earn a 10 - 25 percent commission for referring The
Carter Group for speaking engagements, program training
and consulting services.
Contact
us for more details at james@EmployeeDevelopmentSolutions.com
*******************************************************************************
FREE ARTICLES FOR YOUR PUBLICATIONS
I
have many articles available for reprint in your publication,
company newsletter, etc. You may also use articles written
by me that you see in People First!.
All
you have to do is print the article in its entirety along
with the by line at the top and the credits, and complete
contact information at the end of each article. I would
appreciate a tear sheet or electronic copy too. Thanks.
Please
remember, if you want to use another author's writing, follow
the link at the bottom of the article for reprinting information.
******* DO YOU WANT TO BE A SPONSOR OF OUR EZINE?
*******
For
automated sponsorship details: sponsor@EmployeeDevelopmentSolutions.com
*******************************************************************************
To subscribe to People First! put SUBSCRIBE in the SUBJECT
of an Email to:
ezine@the-carter-group.com or visit our ezine
page
To
unsubscribe please visit our ezine
page.
The
Carter Group
Employee Development Solutions
4685 Augustine St.
Pleasanton, CA USA 94566
(925) 264-4426, Fax (925) 461-2924
Trade permanent links with us: linktrade@EmployeeDevelopmentSolutions.com
|