HR managers can hold one introductory meeting

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It is a great tool for increasing revenue. Gulnara Gumarova, Commercial Director of Wazzup At Wazzup, we meet once a week with top managers, the management team, and they, in turn, meet with their subordinates. The team checks its actions at each stage, analyzes intermediate results and always understands where it is going. ➡ Transparent processes. In many companies, good employees may quit precisely because the processes are not transparent. For example . A person wants to bring something new to the company, but does not understand who to go to with the initiative. The employee gets the impression that his ideas are not needed by anyone and he will not be able to realize himself in this company. When a company has transparent processes, employees understand who they can turn to for help, who they can ask for advice, and are not afraid of being reprimanded for making the wrong move.



If an employee understands what germany phone number list they need to do and who they need to turn to in a given situation, then solving problems becomes easier and work efficiency increases. ➡ Mentoring and buddying for experienced colleagues. To make sure newcomers fit in easily with the team, it is necessary to properly organize onboarding. Companies often neglect this., the manager will briefly tell about the tasks, and then the newcomer has to delve into everything on his own. Some companies in this case adhere to the principle: "if he makes it, he's great, if he doesn't, well and good." To build an onboarding process, start by formulating the mission, goals, and values. Instead of boring and long presentations about the company's history, it is better to simply write down the main ideas that need to be conveyed to employees.



It is not necessary to do a full-scale onboarding from scratch - 3-5 key thoughts that reflect the attitude towards clients and other employees are enough. Gulnara Gumarova, Commercial Director of Wazzup Once at a meeting, a girl spoke harshly towards a colleague. She said that such an employee should be fired. After the meeting, we called each other and discussed that this should not be done. If there are any complaints, they should be expressed in a different form - we respect each other in the company. I realized that this should have been written down at the mission level. Another option is to hire a trusted person (buddy) who will supervise the newcomer, convey the values ​​to him, tell him about clients and interactions with them. The buddy helps the employee get used to the new place and understand all the processes.