It's your first day at a new employer and you aren't really sure who’s who. You probably don’t know how to plug into the office culture/community there either. Come see how one institution helps new staff make intentional cross-departmental connections to create a more inclusive and welcoming workplace.
“We want to focus on creating a memorable experience for the new hire in the first year rather than processing them in the first few weeks.”
-Cheryl Hughey, Director of Onboarding at Southwest Airlines
It feels like we are welcoming new employees more often lately. We spend a lot of time, energy, and money finding the right person for the job and then invite them to be part of our teams. Once they join the team, what are we doing to make them feel welcome, engaged, and included? How do we make them feel safe to ask questions and how do we connect them to other employees? Also, are we being intentional about connecting seasoned employees with new employees?
Studies show that employees are leaving companies at a faster rate and are feeling less engaged than ever before. Connection can create workplace friendships and build roots for employees to then grow and flourish at the employer where they feel engaged and valued. Engagement techniques can look different wherever you are, it could be pizza parties, ping pong tables, potlucks, etc. that bring your employees together during the work day. However, how can we truly connect our people once they arrive so that the “engagement get-togethers” feel less intimidating or daunting for our new folks who really don’t know who anyone is or really how to get involved?
Most institutions hire new employees every year, month, or even week sometimes. These employees walk (or log into) their job for the first time and know very few, if any, people that they will now spend hours working with each day. Navigating who you can talk to, learning who people are, what their roles are, where the closest restroom is, and how to get from place to place can be daunting. All this, while also trying to learn everything about your role, your team, and what you are now expected to be doing in your new position.
What if we told you there’s a way to lessen that burden for your new employees while helping them to create connections with more seasoned members of your team? What if we told you these connections will not only strengthen your organization, but also create an inclusive community across departments/units? What if we told you could walk out of this session with a blueprint for creating your own program to do just that?
When you look outside your immediate work team, it’s those work relationships that can be harder to foster and are also some of the most important ones that make you feel included and connected to your larger team of people who want to support you.
This presentation will showcase our very own ally program and we will talk about its history from start to current day, and our vision for the future. You will hear about the successes of our program as well as the challenges, and areas of opportunity that we hope will inspire you and your teams where you work. We’ll have processes, ideas, and even a collaborative activity to help you brainstorm what a program like this could look like at your own institution or business. When you leave, you’ll have a blueprint on how you can begin a similar program for your employees.
Interactivity
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Attendees will be engaged in creating a blueprint for your own program by collaboratively brainstorming about what you’d like new employees to know about your staff, office culture, institution, communities, etc.
Outcomes
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Identify successful Ally Program features.
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Select areas from your department that you’d like to be a part of an ally program.
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Apply shown successes to create the start of an ally program at your place of business.
Takeaways
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A blueprint to start your very own ally program.
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A better idea as to what staff/employee retention and engagement could look like where you work.