Employees form the core of all the companies. Without them, the company would not have been where it is. And so, it is quite important as HR to have the feel of the employee morale at all times. The New Joinees are the right place to nurture this culture. A culture of regular feedback. A culture of support.
The advantage of starting this process at the new joinee level is that the employee is just getting settled down. They would be able to share the details more freely and is more probable o voice the differences that he noticed from his previous organisation.
The goal of this feedback is to chart out and document the feel factor of the employees, like any difficulties or issues that they face, etc. We also get to know their expectation from the company and what would they like to suggest for the company to grow.
Where ever possible, this should be a face to face meeting. Where in we will be able to understand more about the employee than what he voices out. This also provides us an opportunity to persuade the employees to open up by using the right communication technique. But as the organisation spreads its wings across locations, we may need to conduct this meeting over telephone. To be very honest, it does not have the same effect as the face to face interview has. However, we can make the best use of technologies and conduct a video conference if possible.
The most important skill that an HR will have to have here is 'Patience'. There might be some employees who might just pour out their feelings. And there may be some others where you will have to work hard to get a single word out. It all depends on in individual nature, whether they are introvert, extrovert, their background, confidence level or even their personal issues at the time of the meeting. We need to read in between the lines and prompt the employee to open up in order to get the maximum out of every meeting.
This meeting takes a minimum of 15 minutes and maximum of 1 hour and one more thing there is more of listening and less of talking from the HR person.
The following can be a rough guidelines for the data collected
MY FIRST INITIAL DAYS @ -xxxx A Follow Up
Name ..................................................
Date of Joining ...................................
Department .........................................
Designation ........................................
Grade .................................................
Location .............................................
1. What is your current role in the organisation?
2. How does your technical skill/Functional skill help you in carrying out your role effectively?
3. What has been your experience so far in the organisation in terms of work culture and overall culture?
4. How do you think we can make [company name] a better company? / Name two things that we can improve in the company.
5. How can we drive quality orientation across [company name]?
6. What are your expectations/aspirations?
The advantage of starting this process at the new joinee level is that the employee is just getting settled down. They would be able to share the details more freely and is more probable o voice the differences that he noticed from his previous organisation.
The goal of this feedback is to chart out and document the feel factor of the employees, like any difficulties or issues that they face, etc. We also get to know their expectation from the company and what would they like to suggest for the company to grow.
Where ever possible, this should be a face to face meeting. Where in we will be able to understand more about the employee than what he voices out. This also provides us an opportunity to persuade the employees to open up by using the right communication technique. But as the organisation spreads its wings across locations, we may need to conduct this meeting over telephone. To be very honest, it does not have the same effect as the face to face interview has. However, we can make the best use of technologies and conduct a video conference if possible.
The most important skill that an HR will have to have here is 'Patience'. There might be some employees who might just pour out their feelings. And there may be some others where you will have to work hard to get a single word out. It all depends on in individual nature, whether they are introvert, extrovert, their background, confidence level or even their personal issues at the time of the meeting. We need to read in between the lines and prompt the employee to open up in order to get the maximum out of every meeting.
This meeting takes a minimum of 15 minutes and maximum of 1 hour and one more thing there is more of listening and less of talking from the HR person.
The following can be a rough guidelines for the data collected
MY FIRST INITIAL DAYS @ -xxxx A Follow Up
Name ..................................................
Date of Joining ...................................
Department .........................................
Designation ........................................
Grade .................................................
Location .............................................
1. What is your current role in the organisation?
2. How does your technical skill/Functional skill help you in carrying out your role effectively?
3. What has been your experience so far in the organisation in terms of work culture and overall culture?
4. How do you think we can make [company name] a better company? / Name two things that we can improve in the company.
5. How can we drive quality orientation across [company name]?
6. What are your expectations/aspirations?
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