employee onboarding

This episode of the IM Landscape Growth podcast features Matt Crinklaw, co-founder of Greenius and now part of LMN, discussing the importance of training and development in the landscaping industry and how it's pivotal in solving labor challenges and enhancing employee experiences.

Introduction to Matt Krinklaw and Greenius (Start - 04:00): Matt shares his journey of growing Greenius, a company focused on training within the green industry, highlighting the early challenges and the eventual acquisition by LMN.

Tackling the Labor Problem (04:01 - 08:00): Discussion on how Greenius is addressing the labor issue in the landscaping industry post-COVID, emphasizing the need for repurposing rather than seeing it as a labor shortage.

Importance of Employee Experience (08:01 - 12:00): Matt explains the concept of replacing 'culture' with 'employee experience' and the significant impact of a solid onboarding process.

Building Employee Funnels and Recruitment (12:01 - 16:00): Strategies on creating employee funnels similar to sales funnels to attract and retain talent.

Creating Career Paths (16:01 - 20:00): Insights into building clear career paths within companies to reduce turnover and improve employee growth.

Micro Promotions and Training Opportunities (20:01 - 24:00): Discussion on the concept of micro-promotions and the importance of providing training opportunities for skill development.

Implementing an Effective Onboarding Process (24:01 - 28:00): Steps to create and implement an effective onboarding process to enhance employee experiences and productivity.

Conclusion and Resources (28:01 - End): Information on how to utilize Greenius for onboarding and training, including details about upcoming summits and recommended reading for further learning.

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Many thanks for SEO For Hire for having me on their Linkedin Live and Youtube Show!

Empowering Leadership and Strategies for Onboarding Employees - A Reflection

Some key areas I  (Crystal Waddell) addressed include the importance of having an effective onboarding system for employees, the significance of setting clear job expectations, and how discipline can be discrete yet constructive.

I discussed the need for trust, empathy, and consistency in leadership, noting these are vital for building team relationships and fostering a productive and cooperative culture.

I tried encourages leaders to take a hands-on approach in understanding their employees beyond their job roles.

Lastly I  invited you to an upcoming SEO challenge and stresses the importance of commemorating wins and encouraging self-reflection among team members.

00:00 Introduction and Weekly Recap
00:23 Reflections on LinkedIn Live with SEO for Hire
00:49 The Importance of Onboarding and Employee Expectations
03:00 The Role of Empathy and Trust in Leadership
05:03 Maintaining Consistency and Celebrating Wins
06:06 Conclusion and Invitation to SEO Challenge

Connect with Crystal Waddell
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This episode dives into spa business operations, focusing on when to expand and add staff or treatment rooms. Julie stresses the importance of a solid business plan and regular financial evaluations. When spa productivity hits around 80%, it might be time to expand. Strategies include service enhancements and flexible staffing. Clear employee expectations, effective onboarding, and prioritizing retail sales and home care are emphasized. As always Julie offers support and coaching for spa owners just like you, focusing on the significance of informed decision-making and a strong community.

FREE RESOURCE - Want your Business Plan Template email? Email us at  julie@jmpankey.com 

Could you use more business resources from me and my trusted SpaHive Community? Join us for free at  

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In this insightful episode of the Digital Adoption Show Podcast, the host, Prerna Bhatt works for Whatfix sales in the EMEA region and introduces the special guest, Dr. Mario Lenz, the Chief Product Officer at Hygraph. They discuss their passion for B2B product adoption and dive into the main topic, "From Traditional to Digital: How DAP is Reshaping the Manufacturing Industry."

• Mario explains the challenges manufacturers face when transitioning from legacy systems to digital platforms. He highlights three key challenges: the workforce's lack of tech-savviness, resistance to change, and the harsh working environments in manufacturing. Mario emphasizes the importance of understanding the specific needs of blue-collar workers and tailoring digital solutions accordingly.
• The conversation shifts to the impact of digital adoption platforms (DAPs) on efficiency and productivity. Mario suggests that DAPs may not directly impact productivity but can indirectly improve it by enhancing workplace safety, compliance, and reducing incidents. 
• He emphasizes that DAPs can significantly reduce the time and resources spent on traditional training methods, leading to faster time-to-value for new tools and increased productivity.
• The discussion then delves into specific examples of how Digital Adoption Platforms (DAPs) have facilitated smoother transitions, highlighting the need for digital onboarding and automation. Mario discusses the challenges of traditional training methods, where pen-and-paper processes and classroom-style training were the norm.
• He provides an example of a large manufacturing company like Siemens, where legal obligations necessitate training for employees. DAPs simplify this process by automating sign-ups, tracking attendance, and streamlining the training process.The key benefit lies in making onboarding and adoption easy for users, especially for blue-collar workers.
• Mario also emphasizes the importance of DAPs in the context of "product-led growth," where software adoption drives business success. He mentions how DAPs can enhance user experience, making it easier for users to achieve their first successful outcomes and eventually become advocates for the product.
• The conversation further explores the interconnectedness of businesses, such as supply chains, and how DAPs can foster collaboration among various stakeholders. Mario cites examples of manufacturing and construction industries where different contractors and suppliers need to use the same tools. DAPs simplify the onboarding process, ensuring that everyone can collaborate efficiently.
• Mario concludes with two personal insights for success: "love it, change it, or leave it," emphasizing the importance of enjoying one's work and taking proactive steps to effect change when necessary. He also advises aspiring professionals to "do the job before you have the title," suggesting that taking initiative and contributing to the organization's success can lead to career advancement.

The conversation offers valuable insights into the role of DAPs in streamlining processes, improving collaboration, and driving success across various industries while providing personal career advice from Mario's wealth of experience.Overall, the conversation provides insights into the challenges faced by the manufacturing industry in adopting digital solutions and highlights the potential benefits of DAPs in streamlining the transition and enhancing efficiency.

Growing your team is, without a doubt, one of the most rewarding experiences you can have in your business.

It can also be one of the most overwhelming, stressful, and expensive experiences…if you don’t get it right.

But how do you actually, you know, get it right?

It all starts with getting super intentional!

Something I tell our clients at SproutHR all the time (which I forgot to mention in this episode ) is to, “Keep your eyes on your own paper!” when it comes to hiring.

While it’s tempting to look around at what others are doing – like whether they’re hiring contractors or employees, have a small team or a large one, etc. – I don’t recommend it.

That’s because what they’re doing suits their business plan and model.

And you need to do what suits your business plan and model, which may be something entirely different!

In this episode of The Impact Ripple, I talk about growing your business and team with intention and purpose, so you can hire right!

In this episode, you’ll learn:

• Growing your team by design rather than default
• Aligning your people plan with your business plan 
• Questions to help you hire with more intention

Mentioned in This Episode: 

• Hiring Roadmap (free download)
• Episode 5: Building a Strong Foundation for Your Team with Core Values
• Episode 10: How To Align Your People Plan with Your Business Plan for Sustainable Growth
• Connect with me on LinkedIn

www.NewPatientGroup.com/FreeCourses
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At New Patient Group, we are more than just orthodontic consultants. We are a transformational coaching and marketing company bringing outside of healthcare expertise to orthodontic practices wanting to thrive in the new economy. We come from outside your orthodontic practice “bubble” with real expertise in all the non-clinical skill sets you and your team must have to succeed in today’s commoditized orthodontic industry. We are described by others as having an “underground cult following” with a client retention rate of over 98% and the biggest orthodontist names as clients while spending virtually nothing on advertising. 

We are founded by Brian Wright, a world-renowned expert in business growth, sales, customer service, and consumer psychology. He is also a trusted speaker for the finest companies in the world, including Invisalign, Henry Schein, Dental Monitoring, OrthoFi, and others. He has been described as a combination of the team from Shark Tank and Marcus Lemonis from The Profit. 

The best orthodontists in the world utilize our innovative coaching and marketing services to become better versions of themselves, streamline their practices, advance their careers, break through plateaus, improve conversion, increase new patients, and more!  

Schedule a Free Consultation today and let us learn more about you, your orthodontic practice, and how we can customize something specific to your wants/needs. 

Have you been wondering whether or not you can actually AFFORD to hire an employee?

This common concern can lead to sweaty palms, a racing heart, and sleepless nights. And it often holds business owners back from hiring the help they need and deserve.

When we don’t hire the help we need at the right time, we leave revenue on the table, overwork ourselves, and we may even grow resentful toward our own business.

But it doesn’t have to be this way.

Because when you know how to financially prepare for hiring, everything else gets easier!

In this episode of The Impact Ripple, I share 3 key actions that will help you feel more comfortable and confident hiring your first employee – even if you don’t feel that way right now.

You’ll walk away with actionable steps that you can implement today. Because what good is it to just talk about the costs of hiring? You need real strategies that you can do something with!

By the end of our time together, you’ll have a better understanding of your current financial situation, how to know when you’re ready to hire financially, and what you can afford.


In this episode, you’ll learn:

• How to know when you’re financially ready to hire
• Actionable steps you can take today to prepare for hiring
• The Payroll Challenge – to give you an extra boost of confidence + security!

Mentioned in This Episode: 

• Episode 4: Overcoming the Overwhelm of Hiring
• Christine Walsh (my incredible financial coach)
• Keina Newell (my dear friend and amazing financial coach)
• The Payroll Challenge

Have you considered hiring an employee, but the thought alone makes your palms sweat and your heart race?

Have you felt overwhelmed trying to figure out where to start and how to make sure you don’t screw the whole thing up?

If so, you’re not alone! These are very common feelings we hear all the time from business owners who are hiring for the first time.

In this episode of The Impact Ripple podcast, I talk about the reality of what it feels like to hire for the first time, including some of my own experiences. (No, I’m not exempt from fear when it comes to hiring in my own business and I’ve been doing this for over 16 years!)

At the beginning of the conversation, I start off with a little heart-to-heart. Because hiring fear is real and I want you to know you’re not alone. I’ve got you!

Then, we dive into the three most common concerns I hear on a daily basis when it comes to hiring for the first time, before I share three critical steps to help you get started and hire right.

Join me for an encouraging, hope-filled, and actionable conversation as we explore how to hire your dream team with more confidence, ease, and fun in this episode!


In this episode, you’ll learn:

• A heart-to-heart on the emotional experience of hiring
• 3 common concerns most business owners have when hiring 
• 3 simple steps to help you hire right, the first time, every time

Mentioned in This Episode: 

• SproutHR’s Give + Grow charitable giving program – www.sprouthr.co/about
• Hiring Roadmap – www.sprouthr.co/roadmap

Have you ever felt like you’re supposed to “have it all together” before hiring your first employee?

If so, you’re not alone.

Over the years, I’ve come across a lot of wild information on these mean internet streets and stories from clients who have felt shamed for not having things more together.

I’ve heard people shouting from their virtual rooftops to “get your systems in order” and “make sure you have detailed SOPs” in place before you dare hire anyone.

But I don’t buy into all of that. At least not when you’re thinking of hiring your first employee.

You are worthy of hiring help. Regardless of what the inside of your business looks like.

Join me in this episode for a peek behind the curtain into my own business and hiring experience. I promise you’ll walk away feeling seen and hopefully inspired!

In this episode, you’ll learn:  

• Why you don’t have to “have it all together” to hire help
• What you should really focus on when hiring
• 3 tips for developing greater self-worth

Mentioned In This Episode:

• Transform Your Stories – www.sprouthr.co/transform 
• Who should you hire first? Take our 2-minute quiz! – www.spouthr.co/quiz

Stepping into your first leadership role can be scary. You know you’re meant for more and you’re ready to give it your best, but where do you start and how do you know you’re on the right path?

In this episode of The Impact Ripple, we’re talking about the journey to leadership.

While some of us choose leadership as a career, others are chosen to step up and lead. Regardless of how you got here, there are some key phases all leaders must go through in order to create the kind of impact they truly wish to have in this world.

During this conversation, I share part of my own leadership journey (as well as the many personality assessments that told me I wasn’t cut out to be a leader!) and the way I experience being a leader in my own unique way.

You’ll also learn about a powerful tool I’ve created called The Leadership Impact Model, which will help you develop your leadership skills from the ground up, so you can reach your full potential and create massive impact.

If you’ve been looking for a roadmap for your leadership journey, be sure to check out this episode!

In this episode, you’ll learn:

• Experiencing leadership in your own unique way
• The ONE skill that all leaders must have 
• A roadmap for your leadership journey

Mentioned In This Episode:

• Transform Your Stories (book) – www.sprouthr.co/transform 
• The Leadership Impact Model – see the show notes on our website

This episode features an interview with Debbie Gunning, Vice President of People at Human Interest. Debbie has spent the last 24 years building powerful business teams through talent acquisition, employee relations, and workplace culture.

In this episode, Amanda and Debbie dive into employee onboarding. They discuss the relationship between onboarding and employee retention, the importance of culture during this time, and how Debbie’s team transitioned to a virtual onboarding experience.

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“If you are a first-time HR leader entering into this, my takeaways from the last three years of having this huge scope that I’ve been covering, and part of it was very new to me, is just get ready for the ride of your life and don’t take things personally. There’s always going to be a critic. Critics are loud. And don’t worry about it because people are always going to have different feelings and let them have them, and get super comfortable being uncomfortable. Because, being an HR professional in today’s climate, every day there is going to be something that comes up that you’re like, ‘Hmm, didn’t see this coming. Don’t really know how to handle this. It’s uncomfortable, but I'm going to figure it out.’ So just get comfortable living with the discomfort and you’ll just continue to grow and thrive.” – Debbie Gunning

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Episode Timestamps:

*(01:44): Debbie’s background

*(04:14): Segment: Story Time 

*(04:37): How Human Interest is tackling the pandemic world

*(06:12): Segment: Getting Tactical 

*(07:24): How a good onboarding experience leads to employee retention

*(12:34): How Human Interest switched to virtual onboarding

*(22:47): Don’ts of employee onboarding

*(25:52): How Debbie is bringing culture into onboarding

*(29:31): Segment: Asking for a Friend

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Links:

Connect with Debbie on LinkedIn

Human Interest

Amanda’s LinkedIn

www.simpplr.com/podcast

The latest episode of the Digital Adoption Show features Gokul Suresh, Global Head of Growth and Field Marketing, Whatfix and Emily Sheetz on Creating a bridge between work and the future of ways.

12:31 -How do you tackle the friction between people from diverse backgrounds to utilise technology in work?

• Most of our time is spent on a new hire and ensuring that the people are getting on board and understanding the business. We also spend a lot of time making sure that all of our learning materials are up to standard and that the new hire really gets prepared
• You've got people from different speciality areas trying to upskill and develop themselves. You've really just been forced into dealing with this and you can't be technically not savvy anymore. You have to have some willingness to engage with technology to get your work done and stay a good employee and stay connected with your team

36:27 -What do you think would be the future of L&D? What does it look like?

• Every company is a technology company, whether you're in health insurance, medicine, or any number of industries, you are actually in the technology industry, because technology is everywhere, and it is everything
• The pandemic has really proven that, if you're not able to get down with technology, you are at a severe handicap, and become super obsessed with targeted learning
• People are working at a job, and they're not in school. You should learn enough about the people, and deliver learning to them that is relevant and meaningful at the moment of their need

43:38 -How do we provide contextual help to a person so that they can upskill consistently? 

• Digital Adoption technology is so strong in learning principles. The Digital Adoption platform is a virtual assistant next to you who can walk you through a technology or a software application
• It is so extraordinary and practical and also solves so many issues that people have with using new software and the business challenges associated with it
• For Instance, I would have loved to have somebody sit next to me, the first time I got the iPhone, and I didn't even know how to make a call, I would have loved embedded help, where I could say, hey how do I make the call, ask the dumb questions to this technology 

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