PSFK Labs uncovers Pret A Manager’s process of onboarding new hires
Hiring the right talent candidate is a long-winded process, and in recent years, talented recruiters have become as highly sought-after and coveted as the employees they’re hiring. A job posting goes up, resumes fly in and the most appealing candidates are narrowed down and invited in for an interview. An initial round of interviews is followed by internal discussions before an offer is brought to the table.Therefore, it makes sense that organizations sometimes neglect to fully acclimate the person they finally decide to hire. But after the acceptance and formal handshakes come the challenges of on-boarding.
According to PSFK’s 2016 Workplace Survey, 83% of professionals are not formally introduced to the company culture. In our new report, the Future of Work, we explore the significance or investing time and energy into making employees feel welcomed, and strategies for acclimating new hires to give them a better understanding of the organization’s overall mission. In our study, PSFK Labs explores the onboarding process with UK food chain Pret A Manger.
Pret A Manger has revitalized its onboarding process in a fashion that emphasizes to employees that they are the company’s central asset. After some re-evaluation of their internal processes, the company adopted the mantra: when individual performance is directly tied to team performance, everyone succeeds.
Andrea Wareham, Director of People at Pret A Manger explains, “all of our focus is on helping teams feel good when they come to work.”
One of the company’s tactics is to bring potential hires in for a six-hour trial shift that helps them get acquainted with their future job duties and their team. The team will then decide by voting whether or not a potential hire should be brought onto the team.
Another tactic is to reward employees (and the entire team) when one person gets promoted or passes through training milestones. An employee receives at least £50 in vouchers that Pret A Manger refers to as a “shooting star.” With this bonus, employees have an opportunity to give this money to team members who have helped them along the way.
This is just one of the methods adopted after realizing that onboarding new hires is a process that should involve active participation from the whole team, not just a manager. They also engage in more methods that you can discover within the Future of Work report.
Download PSFK’s Future of Work report to gain insight into the policies and tools that leading organizations are adopting to attract and cultivate tomorrow’s leaders today. Take advantage of the full findings, summary presentation, workplace visions and exclusive articles to get your company up to speed on the transformational workplace strategies that are driving innovation in business.
Featured Image: Pret A Manager | Image has been altered