Let’s be honest, first day orientation at a new company is generally predictable and also pretty shit. There’s the complimentary tour past desk-people too busy to care; the essential pointing out of the kitchen and coffee machine (at least there’s that) and a quick detour past the balcony everyone inevitably thinks of jumping off every few months. But after subjecting your new team member to excessive details about tasks, time logging and processes, have you really conveyed enough to make them a genuine advocate of your company or brand? Unlikely.
GET YOUR EVANGELIST ON
For some crazy reason most employers don’t put much effort or time into teaching new or existing employees the basic facts at the core of their business, and newcomers often have to figure out the internal company culture for themselves by looking at external branding, and that’s a major oversight. Employees can become your greatest evangelists if you allow them to be, because by giving people a glimpse into the heart of your business, you teach them how to be part of a team that truly helps it thrive.
One of the simplest ways to introduce a new team member to your organisation is with a company-culture handbook, and it’s a great way to inspire existing staff too. It’s never too late, and here’s what it should have in it.
1. WHO YOU ARE. WHAT YOU BELIEVE
This quote by @simonsinek sums it up pretty well: “customers will never love a company until the employees love it first.” You can’t expect people to follow you if they don’t know who you are or what you stand for. A handbook is the perfect platform to articulate a little more about yourself, how you operate and what makes you tick.[tweetthis twitter_handles=”@simonsinek @MediaVision” url=”http://bit.ly/1RiaW53″ display_mode=”box”]“Customers will never love a company until the employees love it first.”[/tweetthis]
2. WHY PEOPLE ARE IMPORTANT
Whether you’ve hired or actively kidnapped a spectacular new recruit, you obviously believe they’re the best person for the job. Welcome them to the fortress of awesome by saying so. Introduce them to the rest of the team by handing over a culture handbook that explains why individuals are so valuable to the company.
3. WHAT GOES DOWN AND WHY
Every single member of your team should be able to do an elevator pitch of your company that would make you proud. If not – there’s a problem. Brands go to great lengths to show their culture to an external audience, but what about the people on the front lines? For any company to truly succeed, each and every team member needs to be able to align his or her career goals with the values, dreams, culture and future goals of the company.
4. HOW TO BREAK THE RULES
What do you value most in your team? Moments of terrifying creative genius? Bust the door down innovation? Sink or swim enthusiasm that spreads like wildfire throughout the office? Identify the traits you appreciate most from the people you work with, and encourage them. Let everyone know if it’s okay to bust into a meeting with an idea, or how to involve themselves if they have something valuable to contribute.
5. WHERE IT’S ALL HEADED
What are the long term goals of the company? Who are the main competitors. What’s the benchmark. It’s crucial that each and every team member feels like they’re part of the bigger picture and how their job role fits into that. Inspire them by including information on how their contribution impacts growth in all these areas.
5 AWESOME EMPLOYEE HANDBOOKS
Check out a few excerpts from 5 different employee culture handbooks that get it right. Yeah, us too!