Your company culture is a critical component of what your business stands for and how it operates and that is why the term Cultureboarding is now used exstensively in HR circles by organisations focused on promoting work culture as a key component of their organisation . Your work culture should in reality form an integral part of your company DNA, however the pandemic has makes this element of onboarding  of new recruits very difficult so here are some suggestions to help the process. 

When thinking about how to demonstrate your company culture to a new employee, here are some key points to consider-

  • What does your company culture encompass?
  • What is in your code of conduct?
  • Do you have a vision and mission statement?
  • How involved are senior leaders in the onboarding process?
  • Do you have certain things that you do daily or weekly, such as lunch meetings, catch-ups, or Friday round-ups? 

 

However, when a big part of company culture relies on the camaraderie of the physical office environment, it can be more challenging to get your new hire to feel appropriately integrated at this difficult time we are experiencing.

One of the most effective way to get around this problem is to make  extensive use of video call platform software such as Teams and Zoom. These may have been used extensively throughout the interview process as well.

Time zones allowing, include new employees on  multiple video calls with as many of their new colleagues as possible; of course, this will depend on the size of your organisation. As I mentioned in the previous bullet points  – do your new employees generally get introduced to senior colleagues? Failing to do this can lead to them feeling undermined or excluded from your company culture. Aim to introduce new employees via video to as many senior members as possible, and yes, this includes CEOs and MDs. Now is the time to do this.

Going forward, make sure that they are regularly included – daily is best – on video calls with colleagues that they will be working closest with, for at least the first month. These may only need to be quick 5-minute catch-ups in the morning , dependent on allocated work tasks, but they will help to strengthen employee bonds significantly and quickly.

Before the new employees start date, maybe add them on appropriate social media platforms that you need to be connected to for work, such as LinkedIn, or your company Facebook. Remember to ask them if they are comfortable using their personal social media for work – if not, arrange for them to set up separate work profiles.

Additionally, instant messaging groups such as WhatsApp and Facebook Messenger or Slack can be invaluable to help employees integrate during the early days. These can provide quick answers from colleagues or managers about smaller queries that the new hire might have.

Of course, it will not be feasible for remote employees to physically join in with team lunches but aim to incorporate them as much as you can. Invite them to all online work events, even if they can’t attend – this way they won’t feel excluded.

Can We Help ?

Hopefully, we can with our market knowledge even if its simply pointing you in a different direction or to a different contact as we liaise and partner with many organisations and are well palced to see what is and isnt working from an onboarding perspective at  present.

Why not call us on 0113 367 2880 have a conversation with one of our team. Alternatively drop us an email here or check out our Testimonials and Case Studies.

 

About the Author: Mark Woffenden

Mark Woffenden is a Director at Lucy Walker Recruitment and has an extensive knowledge of the issues and workings of the West Yorkshire and Greater Manchester Commercial markets developed over the last 20 years in the Industry