A few scenes from our most recent New Hire Orientation. We love introducing each new group of our newest employees to our company's culture, processes, and leadership. Welcome to the team, everyone! #NewHire #NowHiring #NewEmployee #Orientation #CompanyCulture #WorkplaceCulture
Hoar Construction’s Post
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One of the biggest red flags in the interview is when the hiring manager says - "We are expecting you to deliver from day 1." This simply means four things - 1. There is no onboarding process in place and you will be hardly given any KT. 2. The team is in a chaotic state with a lot of pressure from leadership, other teams, etc., 3. Your manager wont be available to mentor you. You have to start in the autoplay mode from the first day without any manuals. 4. You will be scrutinized on your performance from your joining day the company without any buffer to learn. #onboarding #growth #workculture
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Passionate / Clothing industry professional | Future Leadership & Better thinking Content Writer | Right mindset is an asset.
Very well said Soni Shaw and this method does not work out in a good way ,as seen in many cases . Because companies forget that new employee is not a magician u have hired and he will start his magic show from day one, instead every good company has a set SOP, process of job orientation in place, team of people who train the new employee to fit in there existing Sop and Company working , work profile is clearly established, mentoring is done for first few days / weeks because they know that they are hiring new candidate for expansion, growth and to meet further mission and vision of the company and this will happen gradually and not overnight .Talent and skill has to be nurtured everyday to get better results . #betterthinking #futureleadership #winningmindset #growththinking
One of the biggest red flags in the interview is when the hiring manager says - "We are expecting you to deliver from day 1." This simply means four things - 1. There is no onboarding process in place and you will be hardly given any KT. 2. The team is in a chaotic state with a lot of pressure from leadership, other teams, etc., 3. Your manager wont be available to mentor you. You have to start in the autoplay mode from the first day without any manuals. 4. You will be scrutinized on your performance from your joining day the company without any buffer to learn. #onboarding #growth #workculture
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3M+ Impressions | Operation & Marketing | Passionate Leader in Startup Growth & Innovation | Helping Businesses Leverage Technology for Growth | Elevating Customer Experiences for Multiple Industries.
One of the biggest red flags in the interview is when the hiring manager says - "We are expecting you to deliver from day 1." This simply means four things - 1. There is no onboarding process in place and you will be hardly given any KT. 2. The team is in a chaotic state with a lot of pressure from leadership, other teams, etc., 3. Your manager wont be available to mentor you. You have to start in the autoplay mode from the first day without any manuals. 4. You will be scrutinized on your performance from your joining day the company without any buffer to learn. #onboarding #growth #workculture
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Helping clients deliver value to customers in their software delivery pipeline. Professional Scrum Trainer. Signup for my newsletter at my website!
The best company I have worked for, focused on hiring the best people, who fit in their culture. They used the beer rule. Do you want to go out and have a beer with the person? Techical skills, they had to have of course. But there was a focus on #culture there, above profits. Where have you seen a great focus on culture, and how did they ensure it in the hiring process? I would love to hear about it in the comments. #organizationalculture
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Exit interviews are a wealth of information. What are you doing with your exit interview results? Do you have an intentional plan to address issues? If your employees are unhappy and disengaged, your customers' needs will never be met.
Founder & CEO, WisdomQuant | Preparing Professionals for Success in the Future of Work | Ex. Chief Delivery Officer | Fractional COO | AI & ML Maturity & Strategy Adoption Expert | Start-up Consultant | Executive Coach
🔍 Do we learn as much from employee exits as we do from customer feedback? Is it just another HR activity on the checklist? We always look closely at what customers tell us. But do we listen as carefully when someone from our team decides to leave? Exit interviews are more than just a step in the process. They're a chance to get real about what's working and what's not in our workplace. Why do we put more weight on what outsiders say than on the honest feedback from our own people who are leaving? Their final words are full of insights that can help us do better. Seeing the real value in these goodbyes can change how we do things. It means we really listen, take in the tough feedback, and make changes. This doesn't just make our culture better; it also fixes things we might not have seen. If we start treating exit interviews as important as customer reviews, we're learning from each goodbye. Every time someone leaves, it's a chance to improve. Organizations and leaders, let's not waste it. 🌟 I'm Amer Nizamuddin, sharing thoughts on leadership, career growth, and more. Stay connected for narratives that inspire change and community. Follow #amersnotes for continued insights. #leadership #organizationculture #employeeengagement #feedback
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Internal Communications and Engagement Specialist, Environment and Local Government (ELG) Government of New Brunswick
Exit interviews can be a very valuable tool of many in discovering the experience of employees in your organization. When people have less to lose they are more willing to be open and honest.
Founder & CEO, WisdomQuant | Preparing Professionals for Success in the Future of Work | Ex. Chief Delivery Officer | Fractional COO | AI & ML Maturity & Strategy Adoption Expert | Start-up Consultant | Executive Coach
🔍 Do we learn as much from employee exits as we do from customer feedback? Is it just another HR activity on the checklist? We always look closely at what customers tell us. But do we listen as carefully when someone from our team decides to leave? Exit interviews are more than just a step in the process. They're a chance to get real about what's working and what's not in our workplace. Why do we put more weight on what outsiders say than on the honest feedback from our own people who are leaving? Their final words are full of insights that can help us do better. Seeing the real value in these goodbyes can change how we do things. It means we really listen, take in the tough feedback, and make changes. This doesn't just make our culture better; it also fixes things we might not have seen. If we start treating exit interviews as important as customer reviews, we're learning from each goodbye. Every time someone leaves, it's a chance to improve. Organizations and leaders, let's not waste it. 🌟 I'm Amer Nizamuddin, sharing thoughts on leadership, career growth, and more. Stay connected for narratives that inspire change and community. Follow #amersnotes for continued insights. #leadership #organizationculture #employeeengagement #feedback
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Physical Fitness Ambassador - Mental Health Advocate - Exercise Science degree earner - aspiring Physical Therapist Assistant in Sports Medicine / Outpatient Orthopedics - future multilingual
This is important for upper level management in organizations. Customer service is rated based on those there every day. Unreasonable expectations by high level executives (minimal numbers of staff, lack of training, lack of mitigation of workplace conflict and injury) trickle down to “unfriendliness” “dumb errors on orders” on customer reviews. People who feel secure and respected in a position are better able to give quality customer service. And, yes, higher level executives are those above a store manager.
Founder & CEO, WisdomQuant | Preparing Professionals for Success in the Future of Work | Ex. Chief Delivery Officer | Fractional COO | AI & ML Maturity & Strategy Adoption Expert | Start-up Consultant | Executive Coach
🔍 Do we learn as much from employee exits as we do from customer feedback? Is it just another HR activity on the checklist? We always look closely at what customers tell us. But do we listen as carefully when someone from our team decides to leave? Exit interviews are more than just a step in the process. They're a chance to get real about what's working and what's not in our workplace. Why do we put more weight on what outsiders say than on the honest feedback from our own people who are leaving? Their final words are full of insights that can help us do better. Seeing the real value in these goodbyes can change how we do things. It means we really listen, take in the tough feedback, and make changes. This doesn't just make our culture better; it also fixes things we might not have seen. If we start treating exit interviews as important as customer reviews, we're learning from each goodbye. Every time someone leaves, it's a chance to improve. Organizations and leaders, let's not waste it. 🌟 I'm Amer Nizamuddin, sharing thoughts on leadership, career growth, and more. Stay connected for narratives that inspire change and community. Follow #amersnotes for continued insights. #leadership #organizationculture #employeeengagement #feedback
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Exit interviews are so important. It can help leaders and companies determine what needs to improve and change!
Founder & CEO, WisdomQuant | Preparing Professionals for Success in the Future of Work | Ex. Chief Delivery Officer | Fractional COO | AI & ML Maturity & Strategy Adoption Expert | Start-up Consultant | Executive Coach
🔍 Do we learn as much from employee exits as we do from customer feedback? Is it just another HR activity on the checklist? We always look closely at what customers tell us. But do we listen as carefully when someone from our team decides to leave? Exit interviews are more than just a step in the process. They're a chance to get real about what's working and what's not in our workplace. Why do we put more weight on what outsiders say than on the honest feedback from our own people who are leaving? Their final words are full of insights that can help us do better. Seeing the real value in these goodbyes can change how we do things. It means we really listen, take in the tough feedback, and make changes. This doesn't just make our culture better; it also fixes things we might not have seen. If we start treating exit interviews as important as customer reviews, we're learning from each goodbye. Every time someone leaves, it's a chance to improve. Organizations and leaders, let's not waste it. 🌟 I'm Amer Nizamuddin, sharing thoughts on leadership, career growth, and more. Stay connected for narratives that inspire change and community. Follow #amersnotes for continued insights. #leadership #organizationculture #employeeengagement #feedback
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Yes, imagine! I often ask what information exit interviews have given, who is receiving that information and what changes are made based on that information. Usually there is vague information about what, total confusion about who and silence about changes made. There are reasons why good people leave. And we need to listen to what they have to say in order to grow and improve.
Founder & CEO, WisdomQuant | Preparing Professionals for Success in the Future of Work | Ex. Chief Delivery Officer | Fractional COO | AI & ML Maturity & Strategy Adoption Expert | Start-up Consultant | Executive Coach
🔍 Do we learn as much from employee exits as we do from customer feedback? Is it just another HR activity on the checklist? We always look closely at what customers tell us. But do we listen as carefully when someone from our team decides to leave? Exit interviews are more than just a step in the process. They're a chance to get real about what's working and what's not in our workplace. Why do we put more weight on what outsiders say than on the honest feedback from our own people who are leaving? Their final words are full of insights that can help us do better. Seeing the real value in these goodbyes can change how we do things. It means we really listen, take in the tough feedback, and make changes. This doesn't just make our culture better; it also fixes things we might not have seen. If we start treating exit interviews as important as customer reviews, we're learning from each goodbye. Every time someone leaves, it's a chance to improve. Organizations and leaders, let's not waste it. 🌟 I'm Amer Nizamuddin, sharing thoughts on leadership, career growth, and more. Stay connected for narratives that inspire change and community. Follow #amersnotes for continued insights. #leadership #organizationculture #employeeengagement #feedback
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That sounds like a warm welcome for your new hires! Introducing them to your company's culture, processes, and leadership right from the start sets a great tone for their journey with you. ✨