Session Focus: Fireside Chat–Improving Employee Engagement in a Toxic Culture
Even in the best of times, onboarding new employees is crucial for setting them up for success and aligning them to company culture. But what about when overall employee engagement is low or organizational culture is unhealthy? How can learning leaders adapt new hire orientation strategies to engage and retain top talent?
This question was tackled in a recent fireside chat between HR experts Judy Albers and Wendy Greeson. Their conversation revealed tangible ways to boost engagement and convey company values, even in trying circumstances.
Here are three key takeaways for revamping new hire orientation:
- Activate and Engage Learners
Instead of passive content delivery, focus on scenarios, practice exercises, and tying activities to company values. The goal is to reduce cognitive overload and get learners applying concepts. "If I can get rewarded for something that demonstrates the culture I am going to learn those values," noted Judy.
- Reduce Cognitive Overload
Guide learners, appeal to emotions, and use concrete examples. "You can have all the best technology in the world but great technology is never going to replace good design," Wendy pointed out. Thoughtful design trumps flashy tech.
- Get Concrete About Abstract Values
As Patrick, Wendy's colleague, succinctly put it: "Philosophers will tell you that an abstract concept is only an abstract concept and it's only as good as the concretes that you can tie it back to." Make company values impactful by linking to real examples and behaviors.
Though engaging learners amidst low morale presents challenges, thoughtful design principles can help learning leaders adapt. By activating learners, minimizing confusion, and clarifying values, they can onboard in a way that engages employees and conveys company culture clearly.