First of all, onboarding is the process where new employees are fully integrated into the company. At this stage, they get to familiarize the ins and outs of the company. This term is vital in the human resources industry as it elaborates how newly hired personnel should be properly introduced to the products and services offered by the organization, along with some core protocols and guidelines to be followed. Often, this process is also called organizational socialization because it helps new employees get a glimpse of the new environment and other people. <\/p>\n\n\n\n
The Importance of Onboarding <\/strong><\/h2>\n\n\n\nThe definition mentioned above gives you an idea of how important onboarding is among companies, may it be a small business or large enterprises. This method goes a long way, especially in nurturing employee camaraderie and promoting efficient work setup. As this is considered the welcoming phase of employment, it also supports retaining employees. <\/p>\n\n\n\n
![\"The](\"https:\/\/4inlanyards.com\/blog\/wp-content\/uploads\/2021\/02\/The-Importance-of-Onboarding.jpg\")
<\/figure><\/div>\n\n\n\nOnboarding, however, differs from one company to another. Some may have a formal orientation for a day or two while others may opt for a whole week of training. The practices may also vary depending on the size of the company, the number of newly hired staff, and such. <\/p>\n\n\n\n
During the process of onboarding, there are pivotal questions that needed to be considered. Is there a workstation assigned to the new employee? Or will there be a person to assist them throughout their initial tasks? Always remember that the first day is a crucial time among newly hired employees. It can either make or break them, so it\u2019s highly recommended that there are certain practices to follow to make it a success. <\/p>\n\n\n\n
The Pivotal Practices for New Employee Onboarding<\/strong><\/h2>\n\n\n\n1. Provide the basics before the employee\u2019s first day<\/strong><\/h3>\n\n\n\nThe most important step is to communicate with the employee before their first day of work. This can be done during the acceptance of the job offer. Relay the main functions of the employee and the things they will particularly do on the first day. This does not necessarily mean that they will automatically jump into their key tasks. <\/p>\n\n\n\n
Most companies allocate the first day for the orientation period, where the pivotal aspects of the company are discussed, including its products and services, along with other relevant information. So, upon acceptance of the job offer, the assigned human resource staff must ensure that the new employee knows what to expect during the first few days. This can be done in a face-to-face meeting or simply through a telephone call. With detailed coordination between the new employees, this helps in making them at ease with their new work. <\/p>\n\n\n\n
2. Make their first day special<\/strong><\/h3>\n\n\n\n![\"Make](\"https:\/\/4inlanyards.com\/blog\/wp-content\/uploads\/2021\/02\/Make-their-first-day-special.jpg\")
<\/figure><\/div>\n\n\n\nNow, the day has come to welcome the new hires. On your part, everything must be prepared strategically\u2015the orientation room, their working station, and the scheduled meeting with other colleagues. If you\u2019re wondering if these things are really relevant, well, the answer is a resounding yes! It\u2019s because new employees mainly assess their decisions and even emotions on the activities that occur on the first day. Are they welcomed enthusiastically? Do they feel that sense of acceptance? These questions are relatively answered by having the right set of practices during onboarding. By doing your part efficiently, this provides a lasting impression among the new employees. This way, they can feel the openness in the working environment. <\/p>\n\n\n\n
3. Provide an employee welcome kit<\/strong><\/h3>\n\n\n\nHow about a kit that has all the significant information about the company as well as the key employee roles? Providing a welcome kit during the orientation makes the transition from being a newbie to a team member smoother. It gives a more realistic approach to onboarding and avoids mismatching of responsibilities and even names. Ideally, the kit must include a company handbook, policies, FAQs, and other useful documents that provide insights to the new hires. <\/p>\n\n\n\n
You can also add in a list of the names of the current employees, and of course, the stakeholders, so they can easily identify them. There are a lot of samples online that you can use when creating these materials. Moreover, don\u2019t forget to store these key documents properly so you can utilize them in the future. Having a standardized welcome kit is recommended to save time and effort. <\/p>\n\n\n\n
4. Take advantage of technology <\/strong><\/h3>\n\n\n\nTo better facilitate the process, utilize the power of technology. In this era of technological advancements, many companies have become more efficient and effective with their processes because of top-notch network services. So, if you want to maximize your time while reinforcing learning to the new employees, make use of internet-enabled training resources. This surely helps in better knowledge retention, information dissemination, and accessibility of learning. <\/p>\n\n\n\n
However, you must know when to apply these during the onboarding. It\u2019s never recommended to solely rely on technology because it also has a negative impact on new employees. Technology itself may improve productivity but it may also cause weaker comradeship between colleagues. Therefore, this tool must only be used as an addition to building blocks during employee orientation and training. On your part, you should still be hands-on with the major onboarding practices to effectively guide the newbies. <\/p>\n\n\n\n
![\"\"](\"https:\/\/4inlanyards.com\/blog\/wp-content\/uploads\/2021\/02\/Take-advantage-of-technology.jpg\")
<\/figure><\/div>\n\n\n\n5. Be consistent but never stop learning<\/strong><\/h3>\n\n\n\nEmployees do come and go. However, it should be noted that company protocols, along with the onboarding process, must have a standard methodology. Through this, there won\u2019t be employee issues that may arise in the future like differences in the treatment and the like. As much as possible, create a structured guide that can be followed by other departments. It\u2019s best to utilize written onboarding plans instead of verbal agreements to avoid miscommunication among parties. <\/p>\n\n\n\n
However, this does not mean that the onboarding itself will be the same as ten years ago. Of course, just like the consistency of change, onboarding must also grow to provide better services to employees. Always be open to improvement. Get feedback from the new hires and evaluate their comments and even criticisms properly. By having an open mind, it makes employees more at ease with their jobs. It empowers them significantly, knowing that the human resources department is actually taking notes of their concerns. As a result, it leads to greater fulfillment on the side of the employee. <\/p>\n\n\n\n
6. Implement onboarding practices reliably <\/strong><\/h3>\n\n\n\nIf you\u2019re assigned with the onboarding process, then your job is not just restricted to the day of the orientation. It stretches until the documented duration for onboarding. Therefore, you have to check up on the new hire every now and then, particularly during the first week. Being participatory in nature is very essential among the new hires because it gives them that feeling of acceptance. More so, it provides a lasting impact on their career. <\/p>\n\n\n\n
![\"Implement](\"https:\/\/4inlanyards.com\/blog\/wp-content\/uploads\/2021\/02\/Implement-onboarding-practices-reliably.jpg\")
<\/figure><\/div>\n\n\n\n7. Engage key stakeholders during the planning phase<\/strong><\/h3>\n\n\n\nBut of course, all onboarding practices must first be approved by the company\u2019s stakeholders. These are pivotal people with a major interest in the organization. With their substantial impact, it\u2019s important to consult them before putting the protocols into action. Make sure that you provide them with the onboarding outline and plans. And you can also invite them to major meetings to give them an overview of the new faces that will be added to the team. <\/p>\n\n\n\n
During the first week of onboarding, it\u2019s best that the new hires have already met their colleagues, and if possible, you can include the senior executives. By introducing them to the people in the company, it makes their jobs more at ease. It also helps in giving them that sense of connection to the core aspects of the business. Consequently, they\u2019ll feel closer to the organization, which adds up to employee appreciation. <\/p>\n\n\n\n
8. Recognize their efforts over time<\/strong><\/h3>\n\n\n\nAs mentioned earlier, onboarding practices are not just a one-day thing. In fact, it can extend up to weeks or even months. Henceforth, you have to be clear when monitoring progress over time. And to compensate for the efforts of the new hires, you can add prizes. Well, who says benefits are just for long-term employees? Make use of milestones to keep track of their achievements. You can follow the 30-60-90 days approach to make it more efficient. And when providing gifts, it\u2019s better to give away something that is related to the company\u2019s brand.<\/p>\n\n\n\n
Conclusion <\/strong><\/h2>\n\n\n\nOrganizations with a more structured approach tend to be more successful compared to those with rowdy processes, or often associated with the \u201csink or swim\u201d line of attack. The latter, in particular, is not advisable as it has an inclination for shorter employee retention. Well, nobody wants to struggle on their first day, right? It\u2019s definitely more advantageous to know that you\u2019re on the right path, following the right guidelines. Therefore, by incorporating excellent practices for new employee onboarding, it\u2019s a win-win situation for both the employee and employer. Welcome to 4inLanyards <\/a>for more information.<\/p>\n\n\n\n7 Ways to Boost Employee Morale<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"
Welcoming new employees in the company is a crucial move that should be taken seriously. Through this process, it provides a better working environment and cooperative culture among colleagues. Before we list down the most relevant practices for new employee onboarding, let\u2019s put into the spotlight this key method and learn more about its tools […]<\/p>\n","protected":false},"author":2,"featured_media":1939,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":""},"categories":[1],"tags":[],"_links":{"self":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936"}],"collection":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/comments?post=1936"}],"version-history":[{"count":7,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions"}],"predecessor-version":[{"id":2530,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions\/2530"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media\/1939"}],"wp:attachment":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media?parent=1936"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/categories?post=1936"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/tags?post=1936"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
<\/figure><\/div>\n\n\n\nOnboarding, however, differs from one company to another. Some may have a formal orientation for a day or two while others may opt for a whole week of training. The practices may also vary depending on the size of the company, the number of newly hired staff, and such. <\/p>\n\n\n\n
During the process of onboarding, there are pivotal questions that needed to be considered. Is there a workstation assigned to the new employee? Or will there be a person to assist them throughout their initial tasks? Always remember that the first day is a crucial time among newly hired employees. It can either make or break them, so it\u2019s highly recommended that there are certain practices to follow to make it a success. <\/p>\n\n\n\n
The Pivotal Practices for New Employee Onboarding<\/strong><\/h2>\n\n\n\n1. Provide the basics before the employee\u2019s first day<\/strong><\/h3>\n\n\n\nThe most important step is to communicate with the employee before their first day of work. This can be done during the acceptance of the job offer. Relay the main functions of the employee and the things they will particularly do on the first day. This does not necessarily mean that they will automatically jump into their key tasks. <\/p>\n\n\n\n
Most companies allocate the first day for the orientation period, where the pivotal aspects of the company are discussed, including its products and services, along with other relevant information. So, upon acceptance of the job offer, the assigned human resource staff must ensure that the new employee knows what to expect during the first few days. This can be done in a face-to-face meeting or simply through a telephone call. With detailed coordination between the new employees, this helps in making them at ease with their new work. <\/p>\n\n\n\n
2. Make their first day special<\/strong><\/h3>\n\n\n\n<\/figure><\/div>\n\n\n\nNow, the day has come to welcome the new hires. On your part, everything must be prepared strategically\u2015the orientation room, their working station, and the scheduled meeting with other colleagues. If you\u2019re wondering if these things are really relevant, well, the answer is a resounding yes! It\u2019s because new employees mainly assess their decisions and even emotions on the activities that occur on the first day. Are they welcomed enthusiastically? Do they feel that sense of acceptance? These questions are relatively answered by having the right set of practices during onboarding. By doing your part efficiently, this provides a lasting impression among the new employees. This way, they can feel the openness in the working environment. <\/p>\n\n\n\n
3. Provide an employee welcome kit<\/strong><\/h3>\n\n\n\nHow about a kit that has all the significant information about the company as well as the key employee roles? Providing a welcome kit during the orientation makes the transition from being a newbie to a team member smoother. It gives a more realistic approach to onboarding and avoids mismatching of responsibilities and even names. Ideally, the kit must include a company handbook, policies, FAQs, and other useful documents that provide insights to the new hires. <\/p>\n\n\n\n
You can also add in a list of the names of the current employees, and of course, the stakeholders, so they can easily identify them. There are a lot of samples online that you can use when creating these materials. Moreover, don\u2019t forget to store these key documents properly so you can utilize them in the future. Having a standardized welcome kit is recommended to save time and effort. <\/p>\n\n\n\n
4. Take advantage of technology <\/strong><\/h3>\n\n\n\nTo better facilitate the process, utilize the power of technology. In this era of technological advancements, many companies have become more efficient and effective with their processes because of top-notch network services. So, if you want to maximize your time while reinforcing learning to the new employees, make use of internet-enabled training resources. This surely helps in better knowledge retention, information dissemination, and accessibility of learning. <\/p>\n\n\n\n
However, you must know when to apply these during the onboarding. It\u2019s never recommended to solely rely on technology because it also has a negative impact on new employees. Technology itself may improve productivity but it may also cause weaker comradeship between colleagues. Therefore, this tool must only be used as an addition to building blocks during employee orientation and training. On your part, you should still be hands-on with the major onboarding practices to effectively guide the newbies. <\/p>\n\n\n\n
<\/figure><\/div>\n\n\n\n5. Be consistent but never stop learning<\/strong><\/h3>\n\n\n\nEmployees do come and go. However, it should be noted that company protocols, along with the onboarding process, must have a standard methodology. Through this, there won\u2019t be employee issues that may arise in the future like differences in the treatment and the like. As much as possible, create a structured guide that can be followed by other departments. It\u2019s best to utilize written onboarding plans instead of verbal agreements to avoid miscommunication among parties. <\/p>\n\n\n\n
However, this does not mean that the onboarding itself will be the same as ten years ago. Of course, just like the consistency of change, onboarding must also grow to provide better services to employees. Always be open to improvement. Get feedback from the new hires and evaluate their comments and even criticisms properly. By having an open mind, it makes employees more at ease with their jobs. It empowers them significantly, knowing that the human resources department is actually taking notes of their concerns. As a result, it leads to greater fulfillment on the side of the employee. <\/p>\n\n\n\n
6. Implement onboarding practices reliably <\/strong><\/h3>\n\n\n\nIf you\u2019re assigned with the onboarding process, then your job is not just restricted to the day of the orientation. It stretches until the documented duration for onboarding. Therefore, you have to check up on the new hire every now and then, particularly during the first week. Being participatory in nature is very essential among the new hires because it gives them that feeling of acceptance. More so, it provides a lasting impact on their career. <\/p>\n\n\n\n
<\/figure><\/div>\n\n\n\n7. Engage key stakeholders during the planning phase<\/strong><\/h3>\n\n\n\nBut of course, all onboarding practices must first be approved by the company\u2019s stakeholders. These are pivotal people with a major interest in the organization. With their substantial impact, it\u2019s important to consult them before putting the protocols into action. Make sure that you provide them with the onboarding outline and plans. And you can also invite them to major meetings to give them an overview of the new faces that will be added to the team. <\/p>\n\n\n\n
During the first week of onboarding, it\u2019s best that the new hires have already met their colleagues, and if possible, you can include the senior executives. By introducing them to the people in the company, it makes their jobs more at ease. It also helps in giving them that sense of connection to the core aspects of the business. Consequently, they\u2019ll feel closer to the organization, which adds up to employee appreciation. <\/p>\n\n\n\n
8. Recognize their efforts over time<\/strong><\/h3>\n\n\n\nAs mentioned earlier, onboarding practices are not just a one-day thing. In fact, it can extend up to weeks or even months. Henceforth, you have to be clear when monitoring progress over time. And to compensate for the efforts of the new hires, you can add prizes. Well, who says benefits are just for long-term employees? Make use of milestones to keep track of their achievements. You can follow the 30-60-90 days approach to make it more efficient. And when providing gifts, it\u2019s better to give away something that is related to the company\u2019s brand.<\/p>\n\n\n\n
Conclusion <\/strong><\/h2>\n\n\n\nOrganizations with a more structured approach tend to be more successful compared to those with rowdy processes, or often associated with the \u201csink or swim\u201d line of attack. The latter, in particular, is not advisable as it has an inclination for shorter employee retention. Well, nobody wants to struggle on their first day, right? It\u2019s definitely more advantageous to know that you\u2019re on the right path, following the right guidelines. Therefore, by incorporating excellent practices for new employee onboarding, it\u2019s a win-win situation for both the employee and employer. Welcome to 4inLanyards <\/a>for more information.<\/p>\n\n\n\n7 Ways to Boost Employee Morale<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"
Welcoming new employees in the company is a crucial move that should be taken seriously. Through this process, it provides a better working environment and cooperative culture among colleagues. Before we list down the most relevant practices for new employee onboarding, let\u2019s put into the spotlight this key method and learn more about its tools […]<\/p>\n","protected":false},"author":2,"featured_media":1939,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":""},"categories":[1],"tags":[],"_links":{"self":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936"}],"collection":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/comments?post=1936"}],"version-history":[{"count":7,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions"}],"predecessor-version":[{"id":2530,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions\/2530"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media\/1939"}],"wp:attachment":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media?parent=1936"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/categories?post=1936"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/tags?post=1936"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
The most important step is to communicate with the employee before their first day of work. This can be done during the acceptance of the job offer. Relay the main functions of the employee and the things they will particularly do on the first day. This does not necessarily mean that they will automatically jump into their key tasks. <\/p>\n\n\n\n
Most companies allocate the first day for the orientation period, where the pivotal aspects of the company are discussed, including its products and services, along with other relevant information. So, upon acceptance of the job offer, the assigned human resource staff must ensure that the new employee knows what to expect during the first few days. This can be done in a face-to-face meeting or simply through a telephone call. With detailed coordination between the new employees, this helps in making them at ease with their new work. <\/p>\n\n\n\n
2. Make their first day special<\/strong><\/h3>\n\n\n\n<\/figure><\/div>\n\n\n\nNow, the day has come to welcome the new hires. On your part, everything must be prepared strategically\u2015the orientation room, their working station, and the scheduled meeting with other colleagues. If you\u2019re wondering if these things are really relevant, well, the answer is a resounding yes! It\u2019s because new employees mainly assess their decisions and even emotions on the activities that occur on the first day. Are they welcomed enthusiastically? Do they feel that sense of acceptance? These questions are relatively answered by having the right set of practices during onboarding. By doing your part efficiently, this provides a lasting impression among the new employees. This way, they can feel the openness in the working environment. <\/p>\n\n\n\n
3. Provide an employee welcome kit<\/strong><\/h3>\n\n\n\nHow about a kit that has all the significant information about the company as well as the key employee roles? Providing a welcome kit during the orientation makes the transition from being a newbie to a team member smoother. It gives a more realistic approach to onboarding and avoids mismatching of responsibilities and even names. Ideally, the kit must include a company handbook, policies, FAQs, and other useful documents that provide insights to the new hires. <\/p>\n\n\n\n
You can also add in a list of the names of the current employees, and of course, the stakeholders, so they can easily identify them. There are a lot of samples online that you can use when creating these materials. Moreover, don\u2019t forget to store these key documents properly so you can utilize them in the future. Having a standardized welcome kit is recommended to save time and effort. <\/p>\n\n\n\n
4. Take advantage of technology <\/strong><\/h3>\n\n\n\nTo better facilitate the process, utilize the power of technology. In this era of technological advancements, many companies have become more efficient and effective with their processes because of top-notch network services. So, if you want to maximize your time while reinforcing learning to the new employees, make use of internet-enabled training resources. This surely helps in better knowledge retention, information dissemination, and accessibility of learning. <\/p>\n\n\n\n
However, you must know when to apply these during the onboarding. It\u2019s never recommended to solely rely on technology because it also has a negative impact on new employees. Technology itself may improve productivity but it may also cause weaker comradeship between colleagues. Therefore, this tool must only be used as an addition to building blocks during employee orientation and training. On your part, you should still be hands-on with the major onboarding practices to effectively guide the newbies. <\/p>\n\n\n\n
<\/figure><\/div>\n\n\n\n5. Be consistent but never stop learning<\/strong><\/h3>\n\n\n\nEmployees do come and go. However, it should be noted that company protocols, along with the onboarding process, must have a standard methodology. Through this, there won\u2019t be employee issues that may arise in the future like differences in the treatment and the like. As much as possible, create a structured guide that can be followed by other departments. It\u2019s best to utilize written onboarding plans instead of verbal agreements to avoid miscommunication among parties. <\/p>\n\n\n\n
However, this does not mean that the onboarding itself will be the same as ten years ago. Of course, just like the consistency of change, onboarding must also grow to provide better services to employees. Always be open to improvement. Get feedback from the new hires and evaluate their comments and even criticisms properly. By having an open mind, it makes employees more at ease with their jobs. It empowers them significantly, knowing that the human resources department is actually taking notes of their concerns. As a result, it leads to greater fulfillment on the side of the employee. <\/p>\n\n\n\n
6. Implement onboarding practices reliably <\/strong><\/h3>\n\n\n\nIf you\u2019re assigned with the onboarding process, then your job is not just restricted to the day of the orientation. It stretches until the documented duration for onboarding. Therefore, you have to check up on the new hire every now and then, particularly during the first week. Being participatory in nature is very essential among the new hires because it gives them that feeling of acceptance. More so, it provides a lasting impact on their career. <\/p>\n\n\n\n
<\/figure><\/div>\n\n\n\n7. Engage key stakeholders during the planning phase<\/strong><\/h3>\n\n\n\nBut of course, all onboarding practices must first be approved by the company\u2019s stakeholders. These are pivotal people with a major interest in the organization. With their substantial impact, it\u2019s important to consult them before putting the protocols into action. Make sure that you provide them with the onboarding outline and plans. And you can also invite them to major meetings to give them an overview of the new faces that will be added to the team. <\/p>\n\n\n\n
During the first week of onboarding, it\u2019s best that the new hires have already met their colleagues, and if possible, you can include the senior executives. By introducing them to the people in the company, it makes their jobs more at ease. It also helps in giving them that sense of connection to the core aspects of the business. Consequently, they\u2019ll feel closer to the organization, which adds up to employee appreciation. <\/p>\n\n\n\n
8. Recognize their efforts over time<\/strong><\/h3>\n\n\n\nAs mentioned earlier, onboarding practices are not just a one-day thing. In fact, it can extend up to weeks or even months. Henceforth, you have to be clear when monitoring progress over time. And to compensate for the efforts of the new hires, you can add prizes. Well, who says benefits are just for long-term employees? Make use of milestones to keep track of their achievements. You can follow the 30-60-90 days approach to make it more efficient. And when providing gifts, it\u2019s better to give away something that is related to the company\u2019s brand.<\/p>\n\n\n\n
Conclusion <\/strong><\/h2>\n\n\n\nOrganizations with a more structured approach tend to be more successful compared to those with rowdy processes, or often associated with the \u201csink or swim\u201d line of attack. The latter, in particular, is not advisable as it has an inclination for shorter employee retention. Well, nobody wants to struggle on their first day, right? It\u2019s definitely more advantageous to know that you\u2019re on the right path, following the right guidelines. Therefore, by incorporating excellent practices for new employee onboarding, it\u2019s a win-win situation for both the employee and employer. Welcome to 4inLanyards <\/a>for more information.<\/p>\n\n\n\n7 Ways to Boost Employee Morale<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"
Welcoming new employees in the company is a crucial move that should be taken seriously. Through this process, it provides a better working environment and cooperative culture among colleagues. Before we list down the most relevant practices for new employee onboarding, let\u2019s put into the spotlight this key method and learn more about its tools […]<\/p>\n","protected":false},"author":2,"featured_media":1939,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":""},"categories":[1],"tags":[],"_links":{"self":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936"}],"collection":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/comments?post=1936"}],"version-history":[{"count":7,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions"}],"predecessor-version":[{"id":2530,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions\/2530"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media\/1939"}],"wp:attachment":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media?parent=1936"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/categories?post=1936"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/tags?post=1936"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
<\/figure><\/div>\n\n\n\nNow, the day has come to welcome the new hires. On your part, everything must be prepared strategically\u2015the orientation room, their working station, and the scheduled meeting with other colleagues. If you\u2019re wondering if these things are really relevant, well, the answer is a resounding yes! It\u2019s because new employees mainly assess their decisions and even emotions on the activities that occur on the first day. Are they welcomed enthusiastically? Do they feel that sense of acceptance? These questions are relatively answered by having the right set of practices during onboarding. By doing your part efficiently, this provides a lasting impression among the new employees. This way, they can feel the openness in the working environment. <\/p>\n\n\n\n
3. Provide an employee welcome kit<\/strong><\/h3>\n\n\n\nHow about a kit that has all the significant information about the company as well as the key employee roles? Providing a welcome kit during the orientation makes the transition from being a newbie to a team member smoother. It gives a more realistic approach to onboarding and avoids mismatching of responsibilities and even names. Ideally, the kit must include a company handbook, policies, FAQs, and other useful documents that provide insights to the new hires. <\/p>\n\n\n\n
You can also add in a list of the names of the current employees, and of course, the stakeholders, so they can easily identify them. There are a lot of samples online that you can use when creating these materials. Moreover, don\u2019t forget to store these key documents properly so you can utilize them in the future. Having a standardized welcome kit is recommended to save time and effort. <\/p>\n\n\n\n
4. Take advantage of technology <\/strong><\/h3>\n\n\n\nTo better facilitate the process, utilize the power of technology. In this era of technological advancements, many companies have become more efficient and effective with their processes because of top-notch network services. So, if you want to maximize your time while reinforcing learning to the new employees, make use of internet-enabled training resources. This surely helps in better knowledge retention, information dissemination, and accessibility of learning. <\/p>\n\n\n\n
However, you must know when to apply these during the onboarding. It\u2019s never recommended to solely rely on technology because it also has a negative impact on new employees. Technology itself may improve productivity but it may also cause weaker comradeship between colleagues. Therefore, this tool must only be used as an addition to building blocks during employee orientation and training. On your part, you should still be hands-on with the major onboarding practices to effectively guide the newbies. <\/p>\n\n\n\n
<\/figure><\/div>\n\n\n\n5. Be consistent but never stop learning<\/strong><\/h3>\n\n\n\nEmployees do come and go. However, it should be noted that company protocols, along with the onboarding process, must have a standard methodology. Through this, there won\u2019t be employee issues that may arise in the future like differences in the treatment and the like. As much as possible, create a structured guide that can be followed by other departments. It\u2019s best to utilize written onboarding plans instead of verbal agreements to avoid miscommunication among parties. <\/p>\n\n\n\n
However, this does not mean that the onboarding itself will be the same as ten years ago. Of course, just like the consistency of change, onboarding must also grow to provide better services to employees. Always be open to improvement. Get feedback from the new hires and evaluate their comments and even criticisms properly. By having an open mind, it makes employees more at ease with their jobs. It empowers them significantly, knowing that the human resources department is actually taking notes of their concerns. As a result, it leads to greater fulfillment on the side of the employee. <\/p>\n\n\n\n
6. Implement onboarding practices reliably <\/strong><\/h3>\n\n\n\nIf you\u2019re assigned with the onboarding process, then your job is not just restricted to the day of the orientation. It stretches until the documented duration for onboarding. Therefore, you have to check up on the new hire every now and then, particularly during the first week. Being participatory in nature is very essential among the new hires because it gives them that feeling of acceptance. More so, it provides a lasting impact on their career. <\/p>\n\n\n\n
<\/figure><\/div>\n\n\n\n7. Engage key stakeholders during the planning phase<\/strong><\/h3>\n\n\n\nBut of course, all onboarding practices must first be approved by the company\u2019s stakeholders. These are pivotal people with a major interest in the organization. With their substantial impact, it\u2019s important to consult them before putting the protocols into action. Make sure that you provide them with the onboarding outline and plans. And you can also invite them to major meetings to give them an overview of the new faces that will be added to the team. <\/p>\n\n\n\n
During the first week of onboarding, it\u2019s best that the new hires have already met their colleagues, and if possible, you can include the senior executives. By introducing them to the people in the company, it makes their jobs more at ease. It also helps in giving them that sense of connection to the core aspects of the business. Consequently, they\u2019ll feel closer to the organization, which adds up to employee appreciation. <\/p>\n\n\n\n
8. Recognize their efforts over time<\/strong><\/h3>\n\n\n\nAs mentioned earlier, onboarding practices are not just a one-day thing. In fact, it can extend up to weeks or even months. Henceforth, you have to be clear when monitoring progress over time. And to compensate for the efforts of the new hires, you can add prizes. Well, who says benefits are just for long-term employees? Make use of milestones to keep track of their achievements. You can follow the 30-60-90 days approach to make it more efficient. And when providing gifts, it\u2019s better to give away something that is related to the company\u2019s brand.<\/p>\n\n\n\n
Conclusion <\/strong><\/h2>\n\n\n\nOrganizations with a more structured approach tend to be more successful compared to those with rowdy processes, or often associated with the \u201csink or swim\u201d line of attack. The latter, in particular, is not advisable as it has an inclination for shorter employee retention. Well, nobody wants to struggle on their first day, right? It\u2019s definitely more advantageous to know that you\u2019re on the right path, following the right guidelines. Therefore, by incorporating excellent practices for new employee onboarding, it\u2019s a win-win situation for both the employee and employer. Welcome to 4inLanyards <\/a>for more information.<\/p>\n\n\n\n7 Ways to Boost Employee Morale<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"
Welcoming new employees in the company is a crucial move that should be taken seriously. Through this process, it provides a better working environment and cooperative culture among colleagues. Before we list down the most relevant practices for new employee onboarding, let\u2019s put into the spotlight this key method and learn more about its tools […]<\/p>\n","protected":false},"author":2,"featured_media":1939,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":""},"categories":[1],"tags":[],"_links":{"self":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936"}],"collection":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/comments?post=1936"}],"version-history":[{"count":7,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions"}],"predecessor-version":[{"id":2530,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions\/2530"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media\/1939"}],"wp:attachment":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media?parent=1936"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/categories?post=1936"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/tags?post=1936"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
To better facilitate the process, utilize the power of technology. In this era of technological advancements, many companies have become more efficient and effective with their processes because of top-notch network services. So, if you want to maximize your time while reinforcing learning to the new employees, make use of internet-enabled training resources. This surely helps in better knowledge retention, information dissemination, and accessibility of learning. <\/p>\n\n\n\n
However, you must know when to apply these during the onboarding. It\u2019s never recommended to solely rely on technology because it also has a negative impact on new employees. Technology itself may improve productivity but it may also cause weaker comradeship between colleagues. Therefore, this tool must only be used as an addition to building blocks during employee orientation and training. On your part, you should still be hands-on with the major onboarding practices to effectively guide the newbies. <\/p>\n\n\n\n
<\/figure><\/div>\n\n\n\n5. Be consistent but never stop learning<\/strong><\/h3>\n\n\n\nEmployees do come and go. However, it should be noted that company protocols, along with the onboarding process, must have a standard methodology. Through this, there won\u2019t be employee issues that may arise in the future like differences in the treatment and the like. As much as possible, create a structured guide that can be followed by other departments. It\u2019s best to utilize written onboarding plans instead of verbal agreements to avoid miscommunication among parties. <\/p>\n\n\n\n
However, this does not mean that the onboarding itself will be the same as ten years ago. Of course, just like the consistency of change, onboarding must also grow to provide better services to employees. Always be open to improvement. Get feedback from the new hires and evaluate their comments and even criticisms properly. By having an open mind, it makes employees more at ease with their jobs. It empowers them significantly, knowing that the human resources department is actually taking notes of their concerns. As a result, it leads to greater fulfillment on the side of the employee. <\/p>\n\n\n\n
6. Implement onboarding practices reliably <\/strong><\/h3>\n\n\n\nIf you\u2019re assigned with the onboarding process, then your job is not just restricted to the day of the orientation. It stretches until the documented duration for onboarding. Therefore, you have to check up on the new hire every now and then, particularly during the first week. Being participatory in nature is very essential among the new hires because it gives them that feeling of acceptance. More so, it provides a lasting impact on their career. <\/p>\n\n\n\n
<\/figure><\/div>\n\n\n\n7. Engage key stakeholders during the planning phase<\/strong><\/h3>\n\n\n\nBut of course, all onboarding practices must first be approved by the company\u2019s stakeholders. These are pivotal people with a major interest in the organization. With their substantial impact, it\u2019s important to consult them before putting the protocols into action. Make sure that you provide them with the onboarding outline and plans. And you can also invite them to major meetings to give them an overview of the new faces that will be added to the team. <\/p>\n\n\n\n
During the first week of onboarding, it\u2019s best that the new hires have already met their colleagues, and if possible, you can include the senior executives. By introducing them to the people in the company, it makes their jobs more at ease. It also helps in giving them that sense of connection to the core aspects of the business. Consequently, they\u2019ll feel closer to the organization, which adds up to employee appreciation. <\/p>\n\n\n\n
8. Recognize their efforts over time<\/strong><\/h3>\n\n\n\nAs mentioned earlier, onboarding practices are not just a one-day thing. In fact, it can extend up to weeks or even months. Henceforth, you have to be clear when monitoring progress over time. And to compensate for the efforts of the new hires, you can add prizes. Well, who says benefits are just for long-term employees? Make use of milestones to keep track of their achievements. You can follow the 30-60-90 days approach to make it more efficient. And when providing gifts, it\u2019s better to give away something that is related to the company\u2019s brand.<\/p>\n\n\n\n
Conclusion <\/strong><\/h2>\n\n\n\nOrganizations with a more structured approach tend to be more successful compared to those with rowdy processes, or often associated with the \u201csink or swim\u201d line of attack. The latter, in particular, is not advisable as it has an inclination for shorter employee retention. Well, nobody wants to struggle on their first day, right? It\u2019s definitely more advantageous to know that you\u2019re on the right path, following the right guidelines. Therefore, by incorporating excellent practices for new employee onboarding, it\u2019s a win-win situation for both the employee and employer. Welcome to 4inLanyards <\/a>for more information.<\/p>\n\n\n\n7 Ways to Boost Employee Morale<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"
Welcoming new employees in the company is a crucial move that should be taken seriously. Through this process, it provides a better working environment and cooperative culture among colleagues. Before we list down the most relevant practices for new employee onboarding, let\u2019s put into the spotlight this key method and learn more about its tools […]<\/p>\n","protected":false},"author":2,"featured_media":1939,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":""},"categories":[1],"tags":[],"_links":{"self":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936"}],"collection":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/comments?post=1936"}],"version-history":[{"count":7,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions"}],"predecessor-version":[{"id":2530,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions\/2530"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media\/1939"}],"wp:attachment":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media?parent=1936"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/categories?post=1936"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/tags?post=1936"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
If you\u2019re assigned with the onboarding process, then your job is not just restricted to the day of the orientation. It stretches until the documented duration for onboarding. Therefore, you have to check up on the new hire every now and then, particularly during the first week. Being participatory in nature is very essential among the new hires because it gives them that feeling of acceptance. More so, it provides a lasting impact on their career. <\/p>\n\n\n\n
<\/figure><\/div>\n\n\n\n7. Engage key stakeholders during the planning phase<\/strong><\/h3>\n\n\n\nBut of course, all onboarding practices must first be approved by the company\u2019s stakeholders. These are pivotal people with a major interest in the organization. With their substantial impact, it\u2019s important to consult them before putting the protocols into action. Make sure that you provide them with the onboarding outline and plans. And you can also invite them to major meetings to give them an overview of the new faces that will be added to the team. <\/p>\n\n\n\n
During the first week of onboarding, it\u2019s best that the new hires have already met their colleagues, and if possible, you can include the senior executives. By introducing them to the people in the company, it makes their jobs more at ease. It also helps in giving them that sense of connection to the core aspects of the business. Consequently, they\u2019ll feel closer to the organization, which adds up to employee appreciation. <\/p>\n\n\n\n
8. Recognize their efforts over time<\/strong><\/h3>\n\n\n\nAs mentioned earlier, onboarding practices are not just a one-day thing. In fact, it can extend up to weeks or even months. Henceforth, you have to be clear when monitoring progress over time. And to compensate for the efforts of the new hires, you can add prizes. Well, who says benefits are just for long-term employees? Make use of milestones to keep track of their achievements. You can follow the 30-60-90 days approach to make it more efficient. And when providing gifts, it\u2019s better to give away something that is related to the company\u2019s brand.<\/p>\n\n\n\n
Conclusion <\/strong><\/h2>\n\n\n\nOrganizations with a more structured approach tend to be more successful compared to those with rowdy processes, or often associated with the \u201csink or swim\u201d line of attack. The latter, in particular, is not advisable as it has an inclination for shorter employee retention. Well, nobody wants to struggle on their first day, right? It\u2019s definitely more advantageous to know that you\u2019re on the right path, following the right guidelines. Therefore, by incorporating excellent practices for new employee onboarding, it\u2019s a win-win situation for both the employee and employer. Welcome to 4inLanyards <\/a>for more information.<\/p>\n\n\n\n7 Ways to Boost Employee Morale<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"
Welcoming new employees in the company is a crucial move that should be taken seriously. Through this process, it provides a better working environment and cooperative culture among colleagues. Before we list down the most relevant practices for new employee onboarding, let\u2019s put into the spotlight this key method and learn more about its tools […]<\/p>\n","protected":false},"author":2,"featured_media":1939,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":""},"categories":[1],"tags":[],"_links":{"self":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936"}],"collection":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/comments?post=1936"}],"version-history":[{"count":7,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions"}],"predecessor-version":[{"id":2530,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions\/2530"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media\/1939"}],"wp:attachment":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media?parent=1936"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/categories?post=1936"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/tags?post=1936"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
As mentioned earlier, onboarding practices are not just a one-day thing. In fact, it can extend up to weeks or even months. Henceforth, you have to be clear when monitoring progress over time. And to compensate for the efforts of the new hires, you can add prizes. Well, who says benefits are just for long-term employees? Make use of milestones to keep track of their achievements. You can follow the 30-60-90 days approach to make it more efficient. And when providing gifts, it\u2019s better to give away something that is related to the company\u2019s brand.<\/p>\n\n\n\n
Conclusion <\/strong><\/h2>\n\n\n\nOrganizations with a more structured approach tend to be more successful compared to those with rowdy processes, or often associated with the \u201csink or swim\u201d line of attack. The latter, in particular, is not advisable as it has an inclination for shorter employee retention. Well, nobody wants to struggle on their first day, right? It\u2019s definitely more advantageous to know that you\u2019re on the right path, following the right guidelines. Therefore, by incorporating excellent practices for new employee onboarding, it\u2019s a win-win situation for both the employee and employer. Welcome to 4inLanyards <\/a>for more information.<\/p>\n\n\n\n7 Ways to Boost Employee Morale<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"
Welcoming new employees in the company is a crucial move that should be taken seriously. Through this process, it provides a better working environment and cooperative culture among colleagues. Before we list down the most relevant practices for new employee onboarding, let\u2019s put into the spotlight this key method and learn more about its tools […]<\/p>\n","protected":false},"author":2,"featured_media":1939,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":""},"categories":[1],"tags":[],"_links":{"self":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936"}],"collection":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/comments?post=1936"}],"version-history":[{"count":7,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions"}],"predecessor-version":[{"id":2530,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/posts\/1936\/revisions\/2530"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media\/1939"}],"wp:attachment":[{"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/media?parent=1936"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/categories?post=1936"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/4inlanyards.com\/blog\/wp-json\/wp\/v2\/tags?post=1936"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
7 Ways to Boost Employee Morale<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"
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