A successful onboarding process starts from the moment a job candidate accepts an offer from your company and can continue for several months in some cases. So, what is an effective onboarding process?
I am writing this letter…out of desperation and to tell you a little about the struggles of re-entering society as a convicted felon." Thus began a letter that made its way to me at the U.S. Department of Justice (DOJ). The letter came from a 30-year-old man who — in 2003, at age 21 — lost control of his car after a night of drinking, killing his close friend. "Jay" was convicted of involuntary manslaughter and sentenced to 38 months in state prison.
Recently, the Department of Labor (DOL) published an updated “FMLA Advisor” together with updated forms. Shortly thereafter, the Branch Chief for FMLA, Diane Dawson, reported that the DOL expects to increase the frequency in which it will come on-site during FMLA investigations – an indication of increased involvement and activity.
This is part 2 of a 3-part post on why companies should eliminate the traditional annual performance review, what the alternatives are and how to do it successfully.
My first post highlighted why the annual performance review process is broken and why feedback should be given often -- monthly or every two weeks -- whatever works for the organization. It shouldn't be overcomplicated with a bunch of forms and boxes to check off.