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Read time: 6 minutes

What I've Been Reading:

Check out Z's weekly newsletter where you will receive his best tips on side hustles, and starting and running a business from someone that's been doing it for years.

Z consistently shares useful tactics that can be easily implemented!

In this newsletter, we highlight one thing we love, see as innovative, and find interesting within the workplace.

• LOVE: Onboarding secrets from the best companies in the world

• INNOVATE: How to prevent quiet quitting

• INTEREST: The real cost of recruitment

WHAT WE LOVE:

In this thread, I discuss how some of the most innovative companies approach onboarding.

The big takeaways:

1. Google

Their onboarding process focuses on the team level rather than at the HR level.

This system helps keep managers engaged with new employees while allowing room for new hires to grow within their assigned roles.

2. Netflix

They aim to set employees up for success from day one.

The company adopts a “welcome home” approach, ensuring employees feel secure and grounded when they join the company.

3. Square

The importance of first impressions during the onboarding process is key.

Square has taken note of the effect first impressions can have on new employees and used that to its advantage.

4. Indeed

Their onboarding program is more unique than most businesses.

Instead of onboarding new hires within designated departments, the company groups new hires across different departments together.

WHERE WE SEE INNOVATION:

Is Quiet Quitting Real?

The trend that seemed to garner a lot of headlines in 2022 is back in 2023.

This article shares some frightening trends such as "quiet quitters make up at least 50% of the U.S. workforce -- probably more, Gallup finds."

Here's how to spot quiet quitting...

When you have employees that are:

1. Attending meetings but not speaking up

2. Waiting to be asked to do tasks vs showing initiative

3. Isolating from other members of the team

4. Withdrawing from anything that isn’t 100% necessary

5. Making work harder for team members

And how I recommend preventing it:

1. Have consistent open and honest conversations with staff about their individual expectations, desires, and goals

2. Ensure employees of all levels feel like they have a seat at the table, and understand how their role fits into the company's larger mission

3. Make sure they are preboarded and onboarded effectively to create that sense of belonging early

4. Provide consistent learning & development opportunities. People tend to leave (or quiet quit) managers, not companies

5. Give the type of recognition that the employee wants

6. Ask the employees what they want with regards to “perks”

7. Make sure the pay is aligned with the market rate

8. Listen to what your employees are asking for - consistently ask for feedback.

WHAT INTERESTS US:

The Real Costs of Recruitment

The cost of bringing on new hires is not cheap.

But there are often additional costs that we might forget about.

This article shares that many employers estimate the total cost to hire a new employee can be three to four times the position's salary.

"That means if you're hiring for a job that pays $60,000, you may spend $180,000 or more to fill that role."

About 30-40% of those costs are hard costs, but the additional ~60-70% are soft costs that include the time it takes to train them, the time those additional employees are spending away from their full-time job, and hours of discussion around workforce needs.

ACTIVATE CORNER:

I have 2 spots left to consult organizations that need help with new hire onboarding. If you are interested in working with me, please fill out the below form, and I will be in touch.