Hiring people is a lot of work — and a huge financial investment. In fact, the Center for American Progress says it costs roughly 20 percent of a new hire’s salary just to get them signed on. So once they’re hired, Secunda says, you’ll want a lineup of great tech that gets them excited and keeps them engaged.
Before they’re hired
When an employee quits early, it’s often because they had very different expectations about the job — which means you didn’t hire the right person. Use social media to provide transparency into your company. Create “Day in the Life” videos on YouTube to profile employees, special events and other “insider views” of the business. Be honest about all positions — even those parts that aren’t glamorous.
Once they’re hired
Use onboarding programs like WorkBright or Red Carpet by Silk Road to collect info on the new employee, and pair them with a like-minded mentor. Create a series of email messages, delivered on a set schedule using a tool like Constant Contact, to orient them to what makes your company special. And immediately plug them into your employee-only social media platforms, then ask them to post a photo and share a bit about their history and why they’re excited to join the team.
Document tools like Google Forms can collect nonsensitive paperwork immediately. Many incoming staffers today prefer completing their onboarding from their smartphone, which is quick and comfortable, and increases their commitment.
Keep it going
Use a tool like SurveyMonkey to ask questions: Does someone at work encourage your development? If you need help, are there people you can turn to for support? Do you have the equipment to do your work correctly? Once you start tracking engagement, you can design solutions to address your weaknesses.
By Mikal E. Belicove
It can be a real challenge to try to fabricate fun, especially in a group workplace setting. I’m not going to claim to have the perfect answer to that, because I do think fun is much like romance: if you try to force it too much, it’s not going to happen. What you can do, though, is set the stage for it.
The specific attributes that leaders of color bring can be the key to unlocking great leadership — for everyone. To better understand the relationship between leadership and identity, the authors talked to 25 leaders of color across the social sector and drew on their client work. Their research identified several noteworthy assets that leaders of color bring to their organizations.
The mission of a CEO used to be fairly straightforward. Set the vision and strategy of your company and make sure the right people are in the right roles. Above all else, grow as fast and as big as you can. But as the world has changed, so have the demands of the CEO job— and the skills needed to succeed in it.