Company policies are essential to your business. Without them, new hires are all but unaware of how they are expected to do business. Employees won’t know what standards they are held to. In any business, there can seem like an endless amount of information and not always clear direction on how to use that information responsibly. Communication around corporate policies needs to come from the top down. Here’s how you can communicate those policies effectively.
Focus on Transparency and Consistency
Most employees in your organization will go through some form of an onboarding process. Onboarding is their first foray into the day to day life of an employee in your organization. It is also one of the most important opportunities to make an impression on the new hires and transform them into loyal employees with the potential to make a great positive impact on the business. While the onboarding process is often tasked with the responsibility to finalize any dangling procedural requirements, its primary purpose is to be motivational. From a new hire’s perspective, it should be rich in relevant information that they would find useful. From the organizational perspective, it should also be reliable, repeatable, and, most importantly, flexible.
Policies should be presented clearly and consistently to all new employees as part of the onboarding process. Any new policies or updates to existing policies need to be communicated out as soon as they are set. Whether that communication comes in the form of a company-wide email, blog, or article on the internal network, or directly through managers, the information needs to be standardized in its delivery and made to be mandatory reading or listening for all employees.
Customized Communication for the Role
Everyone learns slightly differently. And not all policies are relevant to each employee’s day to day. Knowing what each employee needs to know is a critical step in delivering that content. Specialized training for individual roles or teams is a great way to make sure that the people who need to know the ins and outs of specific policies are provided with a real learning opportunity rather than just a document to read on their own time. The goal of these customized trainings is of course not to enforce uniformity in the learning style but rather to make sure that employees, either new or old, understand what they need to know, how a policy is relevant to their position, and what is expected of them as an employee. Managers should be held accountable to make sure their teams are trained on and understand the policies most relevant to their line of business. It’s often not enough to provide a link to written policy documents and trust that teams will find the information they need on their own. You need to support that instruction from a leadership perspective.
Provide the Right Tools and Information
Onboarding and annual training processes provide a great opportunity to present relevant information to new employees and make them productive members of the organization. Don’t overlook this vital opportunity to provide the right tools and information that employees will need to be successful within the role. Whether that’s arranging for IT to get them set up properly with a connected workspace, or making sure they have all the software and devices they need to do their job, your new hires are counting on you to help them get started.
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For help building a strong team, and recruiting the managers and employees, you need to get ahead, connect with the recruiting team at Williams today.