The power of a great first impression: 4 reasons it’s important for your company

The power of a great first impression: 4 reasons it’s important for your company

Whether it’s a first date, introducing yourself to a crowd of industry leaders or simply connecting online with people who have similar interests, first impressions count. And in a workplace setting, it’s not just important for the new hire to get it right. In fact, as their leader, how you come across during the initial stages will affect – for better or worse – how they experience life in your company.

Here are four reasons why a great first impression is so important.

1. It sets the benchmark for their typical work environment

As soon as your new hire steps into the office – and even before that, if you conducted an on-site interview – they will start taking mental snapshots of their new working life. And while over the days and weeks to come those images will shift – with the ‘norm’ becoming more apparent – those first impressions are crucial for revealing what a typical day looks like.

If possible, don’t throw your new employee into the deep end straight away. Give them a taste of what a regular day is like, but also take the time to introduce them to their co-workers, get them acquainted with their workspace and answer any questions they may have about the role. Think of it as a ‘dry run’ – they will be more likely to ask questions when they know there’s a safety net.

2. It can determine whether they are in it for the long haul – or not

Staff turnover in the first 12 months of hiring costs Australian businesses almost $4 billion, with the average cost at 2.5 times the employee’s annual salary. So it pays to get your hiring right the first time.

But there are a few signals on day one that can reveal whether your new team member isn’t the fit you hoped they would be. Be careful about hearing any of these phrases from your new recruit:

• “I can do everything.” While confidence is important for a new hire, it’s better for them to stick to what they do best – after all, that’s why you hired them in the first place! Additionally, telling everyone that they are jack-of-all-trades can send the message that they are better than their co-workers.
• “I only take orders from the boss.” People who only get excited when talking to the company’s ‘influencers’ are unlikely to be team players. You want your employees to work together and help each other out without jumping through hoops.
• “That’s not in my job description.” Sure, it’s unfair to ask your new receptionist to run the company’s IT systems, but when you make a hire there’s an expectation that they will be a team player. Someone who is unwilling to help out with odd jobs – especially at the beginning of their tenure – is a bad sign.

3. It reveals the company culture – and employee experience

Every new employee has a ‘honeymoon period’ where they really get to know how the business functions and their place within it. During this time, they will gain an understanding of the employee experience and the overall company culture.
You can help build a positive view of the company from day one. Consider addressing the following points with your new team member:

• Company dress code: Is it smart business dress every day, or is your office more casual so long as everyone presents themselves appropriately? You might be surprised how important a new hire considers a company’s dress code.
• Goal-setting: If your business has a rewards and recognition program, it’s worth getting your new hire across the system straight away. It can actually be a great way to foster camaraderie with their co-workers as they define their short and long-term goals.
• Honesty and trust: Everyone makes mistakes – but for a new hire there’s nothing more intimidating than dropping the ball when they’ve just started. Sit down with your new employee and explain how making mistakes is part of business – but facing up to them and reaching out for help when they need it is what will set them up for ongoing success.

4. It can reveal new skills not shared in the interview process

It goes without saying that there’s a laundry list of statements a potential employee should never utter in their interview, but building a company culture that allows your team members to speak freely can be a healthy way to grow your business.

When employees are fearful of saying the wrong thing, they will often retreat into their shell and only do the tasks they are assigned. However, a proper welcome can reveal how open communication is at all levels of the company – from the CEO to management to the newest recruit.

This has a particularly useful benefit: when a new employee is comfortable sharing their aspirations, they will be more likely to put their hand up and try new things. Who knows? Your seemingly introverted new hire could be C-suite material – if they are given the tools to flourish.

Redii provides recognition and rewards programs that are sure to set the right first impression. Request a demo today!

Sources

https://www.smh.com.au/business/small-business/first-impressions-really-do-count-in-business-20160310-gnf9mg.html
https://www.inc.com/jt-odonnell/5-signs-a-new-employee-wont-make-it-in-your-company.html
https://www.thebalancecareers.com/make-good-work-impression-526261
https://www.nwitimes.com/business/jobs-and-employment/first-impressions-in-the-workplace-can-have-a-lasting-impact/article_999aa8ab-7e9d-50a0-88e2-981acf269338.html
https://www.theguardian.com/money/2012/may/10/10-things-not-to-say-job-interview

How to begin the new year right at work and set your team up for success

How to begin the new year right at work and set your team up for success

There’s a common mantra at this time of year: “New year, new me.” But it also applies to business. Whether you’re wrapping up long-term projects or planning for a busy Christmas, the festive season is the ideal time to prepare for the year ahead.

So how do you embrace this transitional period and set yourself – and your entire team – up for success?

Starting on the right foot

The only limit is your imagination, but monitoring your competitors to see what strategies they employ could spark ideas that lead to success in the new year. Here are a few tips to kickstart the process:

• Create a vision board: Block out half an hour of the day for your team to come prepared with some visuals they are passionate about. You might be surprised by how much conversation a little creativity can generate.
• Set achievable goals: Without something to look forward to in our lives, we stagnate – and it’s the same in business. When defining goals, make sure you pepper the long-term strategies with short-term targets to keep morale high.
• Give the office a fresh look: Whether it’s a new coat of paint, your company’s logo emblazoned above the entrance, or simply a few well-placed pot plants to add a bit of greenery to the office, a new year makeover can be a quick fix for the post-holiday blues.
• Plan to learn new skills: This can be an individual or team-building exercise, and it shouldn’t be restricted to your job role. Maybe an office sports team could build camaraderie, or a day of upskilling might generate new ideas for the business.
• Brainstorm: Use one-on-ones and group meetings to find out exactly what motivates your employees. This will provide direct insight into what they want to do, learn and achieve in the new year.
• Gamify the workplace: Leaderboards aren’t just for sports teams and video games. In fact, they can motivate your team and promote friendly rivalries across departments.
  Why is it important to re-engage your team?

Research from Glassdoor found that more than half (54%) of employees believe they could find another job – just as good, if not better – within six months if they suddenly lost or quit their current role. That means more than half of workers have no problem jumping ship if they find a better opportunity.

But engaged employees are far less likely to quit. By giving them a compelling reason to stay – whether that’s better perks, ongoing feedback, or investing in their development – they can continue contributing to your team. This is particularly important when you realise that the cost of employee turnover in Australia is around $3.8 billion in lost productivity.

Document team success and manage workflows

What good is success if you can’t replicate it? By making a conscious effort to document your processes in the new year, you’ll not only have a better chance of repeating history, but you’ll also make the workplace and your team much more efficient.

Another step towards a more efficient company is through workflow management. Something as simple as an Excel spreadsheet can do the trick. Enter the pertinent data and reap the rewards. A well-managed workflow system can reveal which team members work better on certain projects and even highlight time-consuming tasks that could be automated.

People respond to bonus and rewards systems

The best companies already know that teams respond well to rewards. But even if you have a recognition and rewards program installed in your workplace, consider a few ways to revamp it for the new year:

• Make sure your rewards align directly with your company objectives. Both the employee and the business itself must, in all things, walk the same path.
• Peer-to-peer recognition is just as important as praise from leadership. Not only does it generate a more democratic workplace, but it builds a culture of appreciation across all departments.
• Give your team a choice of rewards. Rather than a set amount on a gift card, provide them with a selection of rewards and let them choose whatever appeals to them most – it will spur greater productivity if they truly desire what’s on offer.

Redii provides recognition and rewards programs to facilitate communication with your employees and promote a positive employee experience. Request a demo today!

Sources

https://www.engagementmultiplier.com/blog/why-is-employee-engagement-so-important/
https://doublethedonation.com/tips/blog/2015/09/why-employee-engagement-is-important/
https://for-managers.com/workflow/

A year in review: Why reflection is important for company growth and team performance

A year in review: Why reflection is important for company growth and team performance

For most organisations, end-of-year (EOY) is a time when work either slows down in preparation for the holidays or ramps up for the seasonal peak. So whether things are winding down in the office or it’s a mad dash to Christmas, it’s important to reflect on the year as a whole. This simple exercise can generate valuable insights that lead to increased employee productivity and better business performance in the new year.

Reflection in the workplace

For decades we’ve been taught that the workplace is for working and nothing more. While that strict code has softened somewhat in recent years, there’s still general anxiety for employees – as well as employers – that they must always been seen to be ‘busy’ when at the office.

However, research shows that taking the time to reflect on your work can actually improve job performance across the board.

You don’t have to spend an hour twiddling your thumbs and staring out the window – just 10 to 15 minutes of reflection a few times each week is enough. And the benefits are exponential if you make a habit out of it.

How can it shape team performance?

Reflection shouldn’t only be about the individual. As a leader in your workplace, your team looks to you to constantly evolve and improve business processes.

A study found that structured reflection can reveal the best circumstances under which a team thrives. This can improve everything from turning long staff meetings into ideas-generating events, to gamifying the workplace so employees have short and long-term goals.

By reflecting on not just yourself but the team as a whole, you can pinpoint where improvements must be made and pivot your strategies to generate the best possible outcomes.

How can it lead to new business?

When you find a few minutes for reflection, consider whether the past year’s activities were driven by passion. After all, the reason you lead a team is because you are passionate about what your company does. This type of reflection can shine a spotlight on any instances where you were disheartened or not 100% invested in a task. From there, you can take steps to change your approach to similar tasks, or plug any gaps with new opportunities.

Similarly, it’s important to reflect on how your customers saw their interactions with you. Customers are the lifeblood of any business – big or small – so end-of-year is the perfect time to show your appreciation and ask for feedback. Their answers, and the time you spend pondering them, can spark new ideas for the year ahead.

The most important questions to ask

Beyond pleasing your customers and focusing on your passions in the workplace, it’s crucial that you reflect on how your employees performed. Could your team have benefited from a more structured goal-setting and recognition program? What activities can you integrate over the next year so they get the most out of their jobs? Start by asking:

• Where did we succeed? Take pride in where you and your team really stuck the landing on projects or customer service.
• Where did we fall short? Reflecting on failure isn’t a negative exercise – it’s an opportunity to do better next time.
• Who needs to be acknowledged? Did you only celebrate the actions of the loudest performers? What about the worker bees who put in serious legwork behind the scenes?
• In which areas did we grow? And how can you leverage that growth for even greater returns next year?
• What are our goals for the coming year? Sit down with your team to brainstorm ideas and set achievable company targets for the upcoming 12 months.

The results are in: Self-reflection improves business

Whether it’s a manager considering how their team could improve, or an employee self-reflecting on their day, there’s no question that reflection is a vital part of growth.

A study on productivity in call centres found that those “who spent 15 minutes at the end of the day reflecting about lessons learned performed 23% better after 10 days than those who did not reflect”.

You might be the best at what you do and provide the greatest offering to your customers, but without a mechanism for reflection you will never truly grow.

Great leadership begins with self-awareness, but self-reflection leads to continued success.

Redii provides recognition and rewards programs that can aid company growth and build team performance. Request a demo today!

Sources

https://www.hrzone.com/perform/people/time-to-reflect-why-does-it-matter-in-the-workplace
https://www.sciencedaily.com/releases/2013/04/130408103229.htm
https://hbr.org/2017/03/why-you-should-make-time-for-self-reflection-even-if-you-hate-doing-it
https://www.forbes.com/sites/ellevate/2018/02/15/self-awareness-being-more-of-what-makes-you-great/#3ceefc9440dd