- My Forums
- Tiger Rant
- LSU Recruiting
- SEC Rant
- Saints Talk
- Pelicans Talk
- More Sports Board
- Fantasy Sports
- Golf Board
- Soccer Board
- O-T Lounge
- Tech Board
- Home/Garden Board
- Outdoor Board
- Health/Fitness Board
- Movie/TV Board
- Book Board
- Music Board
- Political Talk
- Money Talk
- Fark Board
- Gaming Board
- Travel Board
- Food/Drink Board
- Ticket Exchange
- TD Help Board
Customize My Forums- View All Forums
- Show Left Links
- Topic Sort Options
- Trending Topics
- Recent Topics
- Active Topics
Started By
Message
re: What's the best way to onboard new employees from a 50,000 foot view?
Posted on 4/27/25 at 10:07 am to Violent Hip Swivel
Posted on 4/27/25 at 10:07 am to Violent Hip Swivel
Chain them to their desk.
0
Posted on 4/27/25 at 10:31 am to Violent Hip Swivel
Constantly tell them they’re nothing but ants.
Posted on 4/27/25 at 10:34 am to Violent Hip Swivel
Remove you from to 50k view and replace with someone that does know how to make it happen.
Posted on 4/27/25 at 10:35 am to Violent Hip Swivel
quote:
What's the best way to onboard new employees from a 50,000 foot view?
Off the top of my head, find a Concorde
Posted on 4/27/25 at 10:52 am to Violent Hip Swivel
I don’t have all the answers, because I ask myself this about our processes all the time- but one thing I see that works-
Have the boss boss- facility leader, company president, owner, etc. write on a sticky note and leave it at the new persons desk the day before they start-
“Ashley- welcome to the team, I’m glad you’re here!”
Added bonus- for lady, leave a flower, for a dude, leave a knife, trinket, whatever
Have the boss boss- facility leader, company president, owner, etc. write on a sticky note and leave it at the new persons desk the day before they start-
“Ashley- welcome to the team, I’m glad you’re here!”
Added bonus- for lady, leave a flower, for a dude, leave a knife, trinket, whatever
Posted on 4/27/25 at 11:00 am to Violent Hip Swivel
Totally dependent on field but in general…job aides/work instructions for basic tasks. Expectations document to track at 30/60/90 mark. Orientation buddy who has performance goals explicitly tied to training. Those are some of the things I used in engineering management
Posted on 4/27/25 at 11:05 am to Violent Hip Swivel
Third prize is you're fired.
Posted on 4/27/25 at 11:08 am to Violent Hip Swivel
quote:
I don't know the answer
Have you peeled back the layers and drilled down?
No?
I didn’t think so…
Posted on 4/27/25 at 11:22 am to Violent Hip Swivel
For starters, you might consider refraining from using retarded metaphorical euphemisms like “from 50,000 feet”
Posted on 4/27/25 at 11:28 am to Violent Hip Swivel
Like you're hiring anyone.. 
Posted on 4/27/25 at 11:29 am to Bullfrog
From a 50,000-foot view, onboarding new employees should focus on three key pillars: alignment, connection, and empowerment. Here’s how it breaks down at that high level:
1. Alignment
• Communicate the mission, vision, and values of the organization.
• Clarify the company’s goals and how the employee’s role fits into the big picture.
• Set expectations for performance, behavior, and outcomes early.
2. Connection
• Foster relationships with managers, peers, and cross-functional teams.
• Assign a mentor or buddy to guide them through cultural and procedural norms.
• Cultivate a sense of belonging to improve engagement and retention.
3. Empowerment
• Provide the tools, access, and training they need to succeed.
• Give early wins and hands-on learning opportunities.
• Encourage questions, feedback, and autonomy from day one.
1. Alignment
• Communicate the mission, vision, and values of the organization.
• Clarify the company’s goals and how the employee’s role fits into the big picture.
• Set expectations for performance, behavior, and outcomes early.
2. Connection
• Foster relationships with managers, peers, and cross-functional teams.
• Assign a mentor or buddy to guide them through cultural and procedural norms.
• Cultivate a sense of belonging to improve engagement and retention.
3. Empowerment
• Provide the tools, access, and training they need to succeed.
• Give early wins and hands-on learning opportunities.
• Encourage questions, feedback, and autonomy from day one.
Posted on 4/27/25 at 1:01 pm to Huey Lewis
quote:
I'd like to get a few other team leaders on the horn about this. Although, it's Sunday so maybe we can circle back to this tomorrow? Reach out again in the morning and we'll brainstorm how to implement more corporate word salad in future projects.
Wayyyyyyyy to granular.
Posted on 4/27/25 at 1:26 pm to Huey Lewis
quote:
I'd like to get a few other team leaders on the horn about this. Although, it's Sunday so maybe we can circle back to this tomorrow? Reach out again in the morning and we'll brainstorm how to implement more corporate word salad in future projects.
Good idea. The overall goal of the call should be to come up with action items that align with the goal of moving the needle.
Posted on 4/27/25 at 1:26 pm to Violent Hip Swivel
Sorry. I only know it from 30,000 feet.
Posted on 4/27/25 at 1:30 pm to Violent Hip Swivel
Reverse engineer cause and effect. Determine what effect you want and what you can do to cause that effect.
Posted on 4/27/25 at 1:38 pm to TheOcean
quote:
Let's all take a step back and circle the wagons
It is what it is.
Posted on 4/27/25 at 2:52 pm to Violent Hip Swivel
I think you should take holistic approach.
Posted on 4/27/25 at 3:00 pm to Violent Hip Swivel
Some good ideas here, but I want to be mindful of time so let’s make this a parking lot item and circle back on next steps.
Posted on 4/27/25 at 3:37 pm to Violent Hip Swivel
quote:
I don't know the answer, which is why I am asking.
In my sector it is easy, pay more than the next guy. Then work them like dogs and cut the chafe each year.
Posted on 4/27/25 at 3:58 pm to CaptSpaulding
Has anyone begun to explore the synergies of integration yet?
Page 2 of 3
Popular
Back to top
Follow TigerDroppings for LSU Football News