4 Onboarding Program Benefits Your Employees Will Appreciate

Once a candidate accepts an offer and officially becomes an employee, the hard work is done, right? Think again.

As one of the leading energy staffing firms, FootBridge Energy Services knows it’s actually just begun because now you have to focus on onboarding. The good news is that there’s plenty to be gained from your efforts, if you take the right approach. Here are just a few reasons new hires will appreciate and benefit from your onboarding program:

Better engagement.

Even when employees have accepted an offer, they’re not always sure they made the right decision. But when they’re welcomed and engaged from the start, it will go a long way in boosting confidence in their choice and in your company.

Not only that, but during onboarding, new hires should have an opportunity to hear from senior leaders and fellow co-workers. This give them a bigger picture sense of the organization they’re now a member of. As a result, they’ll feel like a part of the team faster and want to work harder from the start to contribute to the bottom line.

More trust.

Onboarding offers your company the perfect opportunity to talk about values, mission, vision and strategy. It’s a good place to set the tone your company is transparent and accountable, and you place a heavy emphasis on open communication. These are the types of attitudes and commitments that go a long way in building trust with new hires. Over time, this trust builds loyalty, which has a positive impact on engagement.

Stronger ties.

Walking into a company without knowing a single soul can be intimidating for new employees. However, when you have an effective onboarding program, it’s the prime place to forge connections between new and existing staff members. You can do this in a variety of ways, from hosting a lunch to welcome a new hire to pairing them up with a veteran mentor who can act as a buddy. However you approach it, keep in mind that the more connected a new employee feels, the more engaged and loyal they’ll be from the start.

Better communication.

Many times, new hires can be intimidated about communicating and wonder how open they should be. But when they’re welcomed and engaged effectively, they’ll feel more comfortable communicating with fellow employees and their manager. That’s why there should be a solid policy and structure in place for communicating, with the message sent that concerns, questions and feedback are all welcomed. This, in turn, sets the stage for creating the kind of positive environment in which new hires can thrive.

A good onboarding program can take a lot of time, work and effort to create and implement. But when you have one in place, you will reap the rewards in the long run in the form of happier, more engaged and more confident new hires.

Need help with these and other HR- and recruiting-related issues?

Call the experts at FootBridge Energy Services. As the leading energy recruitment firm, we have the solutions you need to hire faster and smarter, as well as keep your people happy and engaged. Contact us today to learn more about the difference we can make at your company.

Job Satisfaction: Why You Should Make Sure Your Employees Are Happy

Ask any group of managers what role employee happiness plays on the job, and you’ll get a wide range of answers. Some managers still believe that happiness is irrelevant, while others have begun to realize that employee happiness is key in measurable factors like productivity and retention rates.

Why Happiness Matters

Studies of employees’ emotional orientation to their work have discovered employee happiness is directly related to the quality of the work employees produce, as well as to other factors like recruitment and retention. For example:

  • Happiness boosts engagement. Employees who enjoy coming to work each day find it easier to stay focused on the task in front of them. They’re more likely to seek out additional tasks and take initiative even on routine or “boring” tasks.
  • Happiness boosts intrinsic motivation. Employees who find their work fulfilling for its own sake are more likely to do it well, to avoid distraction and to seek more challenges. The need for rewards or penalties imposed by managers diminishes or disappears.
  • Happiness improves productivity. When employees are engaged and intrinsically motivated, they feel a sense of ownership in the work and results that leads them to focus on quality and to seek ways to innovate.
  • Happiness boosts recruitment and retention. As the centerpiece of your employment branding efforts, happiness is a powerful recruitment tool. As a key focus for employees, happiness boosts retention: Why take a chance with an employer who might not make you happy, when you already have one who does?

Boosting Your Team’s “Happiness Quotient”: A Quick-Start Guide

Here’s how managers can improve happiness on their teams and take advantage of the resulting benefits:

  • Talk to your team. Surveys are a great way to spot what factors of the job or workplace boost happiness and which are diminishing happiness. They can also help you gather ideas from your staff for ways to fix problems.
  • Measure what can be measured. Since happiness is closely linked to productivity and retention rates, choose quantifiers for these and measure them before making any changes. Keep an eye on these numbers as you proceed: They’ll help you determine what works and what doesn’t.
  • Work with your recruiter. Your staffing partner can provide additional perspective on your company’s culture, your recruiting process, and how to improve your employment brand and retention.

Satisfaction, engagement, productivity and retention are closely intertwined. To help your organization boost all three, contact the energy recruiting partners at FootBridge Energy Services today.

Adjusting Your Management Style to Be a Better Leader

Adjusting your management style can take both you and your team into uncharted waters. Your team may be skeptical of the changes, and you may feel uncertain and or even defensive about the change.  With a clear goal in mind and willingness to communicate with and accept feedback from your team, however, you can adjust your management style to improve your leadership.

Management vs. Leadership: What’s the Difference?

Managers are responsible for keeping a team on-task. They assess the overall goal and methods, assign work to specific team members, supervise the process and ensure the results meet the company’s standards. Forecasting, budgeting, planning and controlling are all part of a manager’s workload.

Leaders may also manage, or they may not. A leader’s job is to provide vision. Leaders ensure their team understands and shares a core mission. They elicit team members’ expertise to ensure the team heads in the right direction to fulfill its mission, and they encourage creativity and flexibility as key tools in achieving the “big picture.”

How to Become a Better Leader by Changing Your Management Style

  1. Practice good listening skills. Managers do a great deal of talking: giving instructions, explaining details, providing feedback. Leaders try to balance talking with listening: taking the opportunity to let team members express their “on the ground” view of a task, the biggest challenges they perceive and their questions about how to get the work done. When you treat team members as the “resident experts” at their own jobs, you empower them to find more effective ways to get the work done.
  2. Communicate more, not less. Communication fosters transparency, confidence and trust on your team. By making it possible for team members to communicate with one another and with you – and by setting a standard that expects communication – you clarify what you expect from the team, what resources they have available to get the job done and what success looks like.
  3. Ask for help when you need it. Alerting your team to your goals and efforts prepares them for uncertainties and equips them to help you by providing constructive feedback. For added support from an experienced professional, don’t hesitate to turn to a mentor – or to pick up the phone and talk to your staffing partner.

At FootBridge Energy Services, our recruiters specialize in connecting our clients to the best available talent in the oil and gas industries. To learn more, contact us today.

Struggling to Retain Your Top Energy Employees? Here’s What to Do.

You can never get back the time and resources you devote to hiring top energy professionals. You can’t afford to lose those who have made it through your screening process and become part of the team. While some level of attrition is inevitable, there are steps you can take to control your losses and make sure the people who leave are not those you’d most like to stay.

Show Your Employees They Are Valued

Share your vision and solicit their ideas and opinions so they feel like they are working with the company toward a common goal. Provide them with a clear role and show how it fits into the company. Create an environment that shows that you respect their contributions to the organization. Provide safety training and ensure that PPE is comfortable and simple to use. Don’t just purchase the minimum quality required by OSHA.

Provide Achievable Goals and Regular Feedback

Employees who don’t know what is expected of them or how they are doing on the job are the ones most likely to leave. To foster engagement and retention, make it clear what metrics they are expected to meet and let them know regularly how well they are performing in achieving them. Provide ongoing feedback and support and the tools and training that they need to succeed.

Offer Professional Development

To keep your best people, focus on how you can help them increase their skills and marketability. Don’t hesitate to delegate and keep an eye out for those with strong leadership potential. Work with each individual to develop a potential career path. Include with clear progress steps and training to help them reach their goals. Offer on-site training and development or reimbursement for conferences, classes or certifications.

Don’t hold people back from taking lateral transfers if it’s the right move for them. It’s better for the company to keep top people, even if a different department is a better choice for them.

Hire With an Eye toward Retention

This strategy may not help in your current struggles, but if you employ it going forward, you can prevent future losses. Interview not just to fill the current open position, but also to consider how the candidate fits into the company’s long-range goals. Can you see a promotion potential? Look for the skills, attitude and professionalism that make a candidate a keeper.

If you’re losing top energy employees, take a step back to understand why. If you need help recruiting people who can be with your company for the long haul, contact the energy recruitment and staffing specialists at FootBridge Energy Services. Our experienced recruiters quickly find and attract top talent with extensive experience in the energy industry. Contact us today to learn more.

 

How Employee Burnout Could Be Costing Your Business Money

Employee burnout is a hot topic these days, and for good reason: Studies indicate that burnout costs the energy industry $2.4 million every year. Companies that ignore worker fatigue do so at their peril.

A recent survey conducted by PennEnergy found that four factors contribute heavily to employee fatigue:

  • Number of hours worked per day,
  • Number of consecutive days worked without a 24-hour “off” period,
  • Total hours worked per week, and
  • Night work.

Managers, directors, and executives in the oil and gas industry were asked to list the major negative outcomes of worker fatigue. Overwhelmingly, they listed lost productivity as their number-one concern, followed by errors and omissions that led to quality issues and minor accidents. Worker fatigue causes 10 percent of lost productivity and 12 percent of quality issues overall, the study estimated. (more…)

3 Tips for Analyzing Performance in the Energy Industry

In the energy industry, high performance is essential. Some aspects of the business are highly technical, others extremely dangerous. Subpar employees must be identified quickly and steps taken to improve their performance or eliminate them from your company. When assessing the performance of employees and contractors, there are many factors to consider. Narrowing those diverse factors into three categories can help to streamline the assessment process. (more…)