CorrExpo Panel (CONT’D FROM PAGE 52)
Arvanigian: Anybody using hiring bonuses or recruit- ment bonuses for employees, that kind of thing? McNay: We went down that path early on. In our particular case, it wasn’t very successful for us and we don’t do hir- ing bonuses although it’s certainly common in our region. Arvanigian: What are you doing to bring in employees and make them part of your culture? McPherson: On the first day they’re meeting with their supervisor, they’re going through orientation, getting to
know HR and all that stuff. The only thing we’ve kind of changed up at each location is we’re trying to have one point person whether you want to call it a buddy, whether you want to call it their mentor, whatever it may be, we want to follow up with them. Also,
McPherson
if they have any other problems, they know where to go. McNay: From an onboarding and orientation process, we all know that it’s not something that’s done the first day and then it’s over. We have to connect early and often to continue to stay connected with those folks. Some of the new hires that we bring on, we send a wel- come card to their home address so their family sees this and there’s SMC reaching out to the family saying, ‘We’re glad you’re here; we can’t wait for you to start.’ It’s just a way to make them feel part of the team before they show up. The leaders who are involved in these hiring events are also the ones that greet them on day one. We get that new team member lunch with their crew that day so they can talk and ask questions. Something that our team have talked about recently is just don’t overwhelm them day one with this information dump. We looked at our orientation from safety to quality and it’s death by PowerPoint presentation. So how do we get them on board, keep them safe, keep them focused and then build on it from there? As much as we can, we try to have somebody from our executive team be there whether it’s orientation or on- boarding just to say, ‘We’re really glad you’re here.’ Ouradnik: I’d say our onboarding for the first week is pretty standard from a Safety and HR perspective. When service technicians start traveling in the field, we’ve had our managers check in with them every week to keep that constant connection with them. They’re partnered up with the same people so they’re not going to be traveling by themselves or they’ll be with others as they’re going along. That’s helped a lot because they build connections with those people and that just helps from a retention per- spective to make sure that they have people to reach out to other than just the managers. Case: One of the things we did that really helped with on- boarding was creating lead positions. That was one of the things that we realized was going to be huge. We had a lot CONTINUED ON PAGE 56
SPECIALTY FOLDER GLUERS • Operator Training • Rebuilds and Relocations • Reconditioning in Racine • Parts & Machine Reviews • GUARANTEED IMPROVEMENT TOROSIAN TECH SERVICES INC. Training and Reconditioning Center 930 Tenth Street • Racine, WI 53403 (800) 555-5876 (U.S. only) Phone: (262) 633-5133 • Fax: (262) 633-5176
54
www.boardconvertingnews.com
September 18, 2023
Made with FlippingBook - PDF hosting