Employees often succeed or fail based on how their boss handles their initial days and weeks on the job. This Quick Take Package gives managers powerful insights and tools to help them onboard new hires correctly and fast-track them into productive roles. The five research-based micro-videos address key issues such as fit, early wins, understanding culture and line of sight to organizational goals. A micro-video on coaching addresses the inevitable setbacks that new hires experience, and gives managers a roadmap for coaching them to success.
The videos included in this package are:
Employee Onboarding: Why Too Much Emphasis on 'Fit' Can Backfire
In this Quick Take, you will learn why traditional employee orientations that emphasize "fit" can backfire, what recent research says about successful onboarding and how to create an orientation experience that can boost employee retention and job performance.
Onboarding: The Critical Importance of a New Hire's First Assignment
When it comes to onboarding, the best leaders know that sink-or-swim -- the all-too-common default option at many organizations -- is a sloppy, lazy way to get new employees up to speed. In this Quick Take, you will learn a better way. You’ll discover that making people feel comfortable and welcome is NOT your most important goal as an onboarder, and the results of a new research study that shows the optimal way to design a new employee’s first assignment.
The Three Teachable Moments: Helping New Hires Decode Your Company Culture
We all attempt to explain our company culture to new hires. We use words like "high-energy" and "fast-paced" in job descriptions, interviews and new-hire orientations. But culture is intangible. It’s hard to convey values, unwritten rules and behavioral norms. As a result, some managers simply throw new hires into the deep end and let them figure it out. But that's a recipe for disaster. So what do good bosses do? They very carefully manage the process of onboarding new employees. In this Quick Take you will learn why it’s not enough merely to explain your culture to new hires, why a “sink-or-swim” approach to new hires almost always fails, and how to proactively create “teachable onboarding moments” that will help new hires “get” what it takes to succeed in your organization.
How to Help Employees Bounce Back After Failure
Some people bounce back from mistakes – even big mistakes – with grit and resolve. Others feel crushed, lose confidence and stop doing the things that made them successful. They may even quit their job or change careers – with potentially devastating consequences for both the employee and your organization. In this Quick Take, you will learn what works to help employees recover from failure – and what doesn’t work, how you can encourage people to forgive themselves for failing - while still holding them accountable, and a three-step model you can apply to help people bounce back.
Employee Motivation: The Surprising Power of “Line of Sight”
What inspires employees to show up every day and give their all? Good pay and benefits? That helps but it’s not enough. Most people want more than to show up, collect a paycheck and go home. They want their work to make a difference. Yet research shows that most employees don’t feel a sense of higher purpose. So what can you, as a manager, do to help? In this Quick Take you will learn the key element that gives work a sense of purpose – no matter what kind of work it is, why it’s so important to create “lines of sight” between employees and the people who benefit from their work, and clear, actionable steps you can take to create these lines of sight for your employees.
This package includesFor each of the Micro-Training videos, you'll also get:
Prove that the learner(s) understand the concept and increase knowledge retention.Discussion Guide
Facilitate a discussion, connecting the concept to your unique challenges.Summary Sheet
Revisit the concept as follow-up or in the moment-of-need.
How do you use this?Multi-video packages are for companies that want to take a deep dive into a single skill area. Each package contains several carefully chosen videos that create an extended learning path. Devoting two to three months to exploring a topic from multiple angles results in more sustained engagement in training, better knowledge retention, and more effective deployment on the job. To kick start Micro-Meetings
Micro-training makes it easy for managers to facilitate meetings where teams develop shared vocabulary and benefit from peer learning.To kick start one-on-one coaching
Micro-training is extremely tactical and it’s a great tool to help managers frame very specific, skill-based coaching interactions.As self-directed learning
Micro-videos are a solution to a specific skill challenge. For example: “How to handle an employee who has a bad attitude,” or “How to handle a price objection.” You have a question. You find the right micro-video. You watch it on your own. You deploy the skill on the job.