Not Just for Dancing: How to Re-Onboard Your Employees Using TikTok Videos

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Hi, everyone, and welcome to today’s webinar, Not Just for Dancing: How to Re-Onboard Your Employees: Using TikTok Videos, hosted by HRDQ-U and presented by Vanessa Alzate.
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My name is Sarah and I will moderate today’s webinar. The webinar will last around one hour. If you have any questions or comments, please type them into the questions box on your goto Webinar control panel. You also have Danielle from Vanessa’s team joining us today, so you’ll be hearing from her throughout the questions box today. And also locate your handout there. There’s two handouts for you today. You can also find those on your control panel. You can download those.
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And today’s Webinar is sponsored by Anchored Training and HRDQ. Anchored Training partners with businesses to create learning solutions for your organization that utilizes their three principles, Edutain, Activate, and Collaborate. By following a proven process to create better training, you will keep your project on time and on budget, Learn more at anchoredtraining.com.
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For 45 years, HRDQ has provided research based off the shelf soft skills training resources for classroom, virtual, an online training, from assessments and workshops to experimental hands-on games. HRDQ helps organizations improve performance, increase job satisfaction, and more. You can leanr more at HRDQstore.com.
1:24
And now I’d like to welcome our presenter today, Vanessa Alzate, founder and CEO of Anchor Training. She received her bachelor’s in both communications and political science from Rutgers University and an MS in Corporate and Organizational Communication from Northeastern University. For over a decade she has consulted with many mid to large organizations ranging from pharmaceutical sales to fashion, to develop training strategies tailored to each individual, organization, and team.
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Throughout her career, Vanessa has excelled in assisting companies and individuals to expand their industry knowledge through innovative e-learning and classroom curriculum. While continuing to add consistently to her own education and training. She is passionate about keeping learners at the forefront of all learning initiatives and finding new and innovative ways to activate, collaborate with, and engage learners and empowering them to grow personally and professionally. Thank you so much for joining us today, Vanessa.
2:23
Thank you so much for having me. So, to get started, I want you to meet my friend here.
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Her name is Jean.
2:35
She started her new job at a marketing agency on March 9, 2020.
2:40
I think we all know what happened about four days later.
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The company went fully remote.
2:47
Since then, she’s been working on a remote team, she’s been introduced to new team members and the organization has grown and shrunk in size and with new team members are working Roping.
3:00
She’s been able to achieve her goals and, you know, flourish as well as she can in the organization, but they just got orders to return back to a hybrid sort of situation in the office.
3:14
And now, it’s time for them to, for the organization to again re shift re-imagine and re onboard.
3:24
There are organizations.
3:26
So, for those of you that I may not have yet had the pleasure of meeting like Sarah mentioned earlier, … founder and CEO of Anchored Training. I love to tell everybody, I am an expert at fitting £10 of stuff in a £5 bag. I will not go and re-iterate all my background and, and all of that. But I just wanted to let you all know that, you know, one of the four things.
3:52
and the four of who I am as a, as a learning experience designer and consultant, is really more about finding solutions to help employees, and learners feel like they are included. They can see themselves, and they belong.
4:07
So, I love to start off with a fun fact.
4:10
No matter where I am, it’s always been one of my favorite thing to do. And, if, you know, you know, we’d love to hear more from you and your fun fact. So, please do connect with me on LinkedIn after it in the message. Please share with me your fun fact. My fun fact is my favorite food is buy and sell it. I could probably eat salad for just about every meal including breakfast could probably figure something out there. I actually even asked my husband to, instead of cutting a wedding cake if he could just cut it back because I’m not much of a cake person. So please share with me your favorite food as well. Let me connect.
4:46
So I would love for you to pop into the chat What are some of the top reasons people are resigning Go ahead and you can pop that into the questions panel?
4:56
What are some of the reasons that you’re seeing people are resigning from their organization?
5:05
No work from home. Yeah. Absolutely.
5:09
That has been an interesting challenge that we’re starting to see now with this new.
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this new shift with needing, tell, you know, fulfill your leaves, and have people in the office, but also people working from home. Lack of clarity in the role, not feeling respected, valued from others, lack of development opportunities. Dissatisfied with their, with career protection. Not happy with the job, conflict of work, unable, or unwilling to work the hours available.
5:38
So, y’all are an amazing audience, so, you please take away this presentation because you just covered, basically, my entire next slide. Amazing. Thank you so much for participating.
5:51
Besides pay people are resigning for misalignment of were of the work structure. You know, originally the role was remote remote now, it needs to be hybrid or come back fully into the office. Or, hybrid now looks like one day from home, as opposed to three days, or four days, whatever it may be.
6:10
Toxic culture, no toxicity amongst teams amongst managers, and some amongst the organization in general.
6:18
Job insecurity and re-organization is another reason why people are resigning failure to recognize someone’s performance is also a reason. I’m sure we’re all very familiar with the term quiet wetting.
6:30
A lot of that happens when you get really fed up and be not being recognized for your performance. And then also, interestingly enough, high levels of innovation. When they’re such high levels of innovation, the cotton, the organization, is constantly changing. It tends to where your people out. So those are some of the top reasons besides pay why people are resigning.
6:50
Here’s what I know and what I know, you know. Culture.
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no matter what, is always going to be king or queen.
6:58
The top, top top part of an organization, what keeps people there, is your culture. You know.
7:05
I think for a long time, many years, people thought that pay and specific benefits, keep people at organizations and that is no longer proving to be accurate with the way inflation is going up with, you know, the cost of homes, the cost of eggs, I mean, I just was on Instacart and almost paid. I didn’t $12 for a carton of … eggs. So you know what the praises of things going up, our salaries are not matching and that is just generally across the board. What’s happening?
7:38
So what people are actually looking for, and what people will put aside, you know, maybe not making as much as they could somewhere else. Is the culture, is that people feeling like they belong feeling like they’re being heard?
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What people want in and of themselves.
7:55
They want to be part of a caring workplace culture, but what does that look like? Exactly?
8:02
A caring workplace culture includes an environment where employees are heard and valued.
8:08
It’s an active and supportive community, and opportunities to have mentor, mentee, coach types of relationships.
8:17
But above all else, what people want is human connection.
8:23
Which is interesting to say when we’re talking about, you know, like we were sharing earlier, Is that being able to work from home and having that autonomy to work, you know, alone in your home?
8:33
But, even though we’re moving to this remote sort of environment, it does not mean that we still don’t want to belong. We want to feel included. We want to be part of a team. We want to have conversation with our teammates and others, it’s just a structure, and how we do that looks different.
8:53
What’s interesting is, we’re in a place right now where we need to start rethinking that human connection.
9:00
And where we start looking at what are the opportunities that are around us to introduce communities, to introduce social learning groups, to introduce opportunities for us to chat, and bring those?
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that, as human connection pieces back the end of the day, that’s what makes us human is, is being able to connect with each other at a different level.
9:25
I would love to know if onboarding seems like this for you, OK, well, in the onboarding one-on-one, for today’s lesson, we’re going to, Yesterday’s, I’m not actually in HR, is that all right? Oh, of course. People are just got roped into a personal knowledge is lacking the great lesson. Is going to be the training document, should always be slightly updated, and impossible to find. What did we keep some of the docs, the public folder, and then stop just a random conversations? I love, We’re heads. And that’s exactly right.
9:56
Which they get from their longing for Liba, first day, but if you could delay it by like a week, but that’s perfect, how many models should be given to employees to watch, as many as you? Can? You want to remember the two Q is a tree quantity over quality. Should we be recording sessions met? Why not onboard with it? You need to do it yourself. How long do you think you’re going to keep your job? Somebody still need to be there to troubleshoot, big First of all, can actually show up on day one. Really keep all questions at the end of the presentation. Thank you.
10:24
Alright, so for the next day, oh, it looks like we’re switching the Slack. So tomorrow we’re going to regroup, and we’re gonna go over all of this again. Just so we can re grandmother new principles looking for Google, not using anything that we’ve learned today.
10:38
Jared, how does this person know what we do? right? As soon as I saw this tech tragedy of my thumb, When to the save so quickly because it feels like this is not just onboarding. This is our organizations today.
10:53
It is just a bunch of changes, and things, and whoever is in leadership or whoever is, you know, promoted, the things are starting to change at the rapid speed. And now, as you’re starting to settle out of, you know, moving into this next world, looking at what’s happening, you know, in the world around us, in the next, they’re saying year to 18 to 24 months. Things are changing.
11:18
And so we’re at an opportunity where rehab we’re at a place where we have the opportunity to realign, and re-assess, and and get people more on the same page.
11:28
But here’s what I also know.
11:31
Your employees also feel like this, first day on the job. Yeah, so where can I find all of my training videos? There’s just a single training balcony to read, OK, Oh, wow. This is long, high, since there are no videos, can you send me a screen recording of how to submit my timesheet?
11:51
Oh, the instructions are written really clearly in the packet.
11:56
Right, sorry, I keep reading them high Denise, me again. Yeah, so it looks like I need to create another username and password to access our employee portal. Do I need to do that for every single one of these sites?
12:09
A new username and password.
12:11
OK, yeah, no, that’s perfect. That’s perfect. I’ll just remember them. Feedback on my onboarding experience will actually, my last company use Vimeo. And all of my training videos were accessible with a single username and password. So it made it so easy to get drained once the virtual happy hour.
12:30
So, besides your employees and onboarding, I think this is also something that all employees can can relate to. Often we’re giving just a manual or tax or just a big PDF in which you have to find the answers.
12:44
And so, that’s where I think we have opportunities to re-engage, re-assess, and reimagines.
12:50
What learnings look like?
12:52
So, for why you all are here, what is what I’m calling the great re onboarding?
12:58
So the great thing I’m writing for me is the opportunity for us to stop, look around and say, what do we need to bring back to the organization.
13:09
What do we need to pull in and what re-assessment do we have to do and re-establishment, re-alignment, Re-engaging, and maybe some refreshing.
13:19
It’s funny, years ago, in 20 11 I was an onboarding specialist at an organization here in New Jersey.
13:29
And I remember, you know, they’re pulling together their, their packet in their plan, and I had their onboarding roadmap before their first day. I have what they were going to do on their first day, and then on their math, they had their first week activities.
13:44
Measured 3690 check ins with me in their manager, then I was myself, and I was like, Well, what? What happens next? You know, after 90 days, do you really feel like you’re on board?
13:56
And after 90 days, when there is a change out there, do you really feel like think he’s, like, you know what you’re doing, nowhere you are? Are there opportunities for us to continue that onboarding experience?
14:09
That’s where I think that we have the opportunity right now. You’re looking at changes in your organization if you’re looking at changes in processes or procedures, you’re implementing new technology. I mean, I don’t know about you, but every day, I’m hearing about a new piece of technology that’s supposed to be the magic bullet to save me time and save me and make me more efficient at my job.
14:30
Literally, just reading about one where we be pumped down here.
14:34
There’s all these things that are happening, and we now need to re onboard our folks onto that program.
14:41
And when there comes change, and when they come changed or processes, there comes the time that you really need to stop and real line, and re-assess, and get everybody back on the same page. Because I don’t know about you, but optimum. I’ve made changes or been part of organizations, but there’s changes. There is a whole group of people morale in different places in understanding what is expected and the change. Some of us are totally on board, get it. And some of us are still trying to figure out what exactly the change means.
15:10
And so this gives us the opportunity to stop, re-assess, refresh, re-engage, and the airline.
15:18
And with that, I think we have this opportunity, because what I know to be true is that video is now King or Queen.
15:30
Video has become the platform.
15:33
That’s the modality of choice for so many organizations for so many reasons, know, the explosion of Tech Talk back in 20 20 and seeing how it skyrocketed in the social sphere, How it skyrocketed, you know, in bringing in funds. And how many people ran over to the platform and are actively engaging?
15:58
It showed organizations that there is something to this short form video content, and we can learn a lot from it.
16:06
And so, that’s why now, you know, you’ve got Instagram Rails was like the second one to get on board. Now you’ve got Facebook reels. And now you’ve got YouTube shorts.
16:15
And they’re giving people so much region incorporating only a short form style to get people back to get people to learn, to get people to educate these short increments.
16:25
And it’s also a great opportunity for re onboarding.
16:29
And so, what I do also now, is that take talk to users, Spend 95 minutes per day in the platform, 95 minutes, I definitely think I doubled less, So. don’t take it for me.
16:47
But the amount of short form content that people are consuming daily, it’s showing to us, people will stop to learn. If the content is personal, if the content is, educating and educational and entertaining, if the content is relative to them. And what’s so amazing about the TikTok platform is the algorithm.
17:11
We haven’t in the learning field have not talked enough about the algorithm and about the fact that Tech Talk knows, OK. Vanessa is scrolling on these types of videos.
17:24
She’s probably also going to be really interested in these types of video so let’s now show her those sorts of videos to get her to continue to scroll and stay on the platform.
17:37
And I, when I saw this statistic, I thought about some of the training that I do, and actually, I’m in the middle of writing a 90 minute training.
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I didn’t want to do it, but I thought, I think a lot of the people that are reviewing this content and sitting down.
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And listening to this 90 minute e-learn I don’t think that they’re going to be as engaged.
18:00
As I know I am I mean 95 minutes for me goes by in a blink of an eye. And that’s probably why I ended up doubling it.
18:08
So there’s something to the short, quick snippets that get people to engage, get people to learn, and get people to remember and change, And for a lot of them, change their behavior.
18:20
Here’s some other things about Tech Talk: More Genz Ears are using tiktok, then Instagram.
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40% of Tech Talk users don’t have a Facebook profile, and 60% are not on Twitter.
18:35
Jen Alpha, which is the generation after Generation Z, So I think my children are five insects, so if they’re right on the cusp of Gen Z, Gen Alpha, they’re falling Gen Zs path and spending 62% more time on Tech Talk than Gen Z. Which I can attest to it because somehow my daughter’s know the words TikTok and want to film Book Tech Talks where they read a book to you as a TikTok video.
19:00
And the platform has over one billion billion with a B monthly active users But for me that’s not the most shocking.
19:11
Tiktok is the most engaging social platform with an average engagement rate of 4.25%.
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And you might say to me, Vanessa, that’s kind of a small number.
19:22
Wow, In second place is Instagram.
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And that engagement rate, the average is 0.6%.
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So people are paying attention and stopping to learn and stopping to watch on tiktok. So, we have an opportunity in front of us now to take this idea, this concept, and start to apply it to our own round breeding programs, are onboarding programs and our own learning experiences.
19:53
Yep.
19:54
What does that mean for you?
19:56
Now, is that time to start ram re-imagining? Now is the time to start looking at tiktok and say, how can use that to build a re onboarding program?
20:07
And here is why I love video.
20:09
Video allows you to build, like, know and Trust, and, like, no, trust is the foundation for every relationship in business, really, in life.
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And trust is foundational to any meaningful relationship and is critical for frictionless learning.
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Trust is built through relationships and connections, and if you can build that like no and trust factor with your content, it increases the likelihood that your employees are going to come back for your content and participate and share.
20:47
But just having video isn’t enough.
20:51
It’s, I know many of you have videos in your program, but they haven’t built that, like, Know and Trust Factor.
20:59
And that’s why I believe having content type of grader’s, you have your SMEs.
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You have people who can actually be the ones that are, like, the content creators, the ones that are the face for the content, and sharing their personal experiences, sharing their case studies. If it’s a re onboarding program, sharing how they’re, you know, we get re framing their day in order to, you know, network, a hybrid.
21:27
A hybrid schedule, getting people to share more of their information is actually how you search like no interest for video.
21:36
Because what you’re doing is you’re actually showing authenticity.
21:42
I know podcasts took off around the pandemic but they’ve interviewed all of notices or felt this kind of waned.
21:52
Over’s quite some time over the years and I tell people it’s a lot, it’s actually I have a YouTube channel and a podcast.
22:00
It’s a lot harder for you to build that, like Know, and trust, went through our podcasts and it is through video.
22:08
The reason is, is because you’re looking at me on video, you can see me, you can see my mannerisms. You just build a different connection and your brain just builds that connection with you because they’re physically see, you can get there with a podcast but it takes a lot longer.
22:27
And what a lot of people share with me, personally take from personal experiences. You’re my YouTube videos.
22:33
They see the authenticity, they see me sharing the real truth, they see me sharing my actual experiences and that helps to build that authenticity and build that trust and keeps people coming back for more and why else why? I also love video.
22:49
Is because it allows you to tell your story.
22:54
It allows you to share in the organization’s voice, in your CEOs of what is why these changes are being made. What is the vision for the future?
23:03
What is what does the new world of work look like for ABC organization?
23:11
And you’re able to tell the story and you’re able to even utilize and capitalize on storytelling principles in order to do so.
23:20
The We all remember stories, we don’t really remember Dayna.
23:25
I like to have the data, very much … data.
23:28
I like to know The cult artifacts.
23:30
What I’m going to remember, first and foremost, will always be the story.
23:35
Because if you can tell a story, and also pull on an emotion, that I felt, something that a pain point, that I never want to feel again, and show me that there is a different way.
23:46
There is a, There is a character arc, show me that there is a a gold up pot of gold at the end of the end of the storm, at the end of the rainbow.
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I’m going to remember that. And then, you can use data to support that story.
24:00
I love about video. You, can you use that talent in the voice of your organization. Tell it in the voice of your stakeholders talent, in the ways of your leaders, and people who will participate. They’ll engage local people.
24:15
So, how do you create a …
24:17
program, First, let’s just talk about what we as adults want and what, how we act.
24:25
We value or time.
24:28
And we don’t have enough of it.
24:29
None of us were probably, while you’re probably watching this webinar, you’re probably answering a Slack message or a team’s message, checking your e-mail, maybe navigating a text, or a call from from school. We’re doing all of those things at one time.
24:49
There’s just never enough time for learning.
24:52
And what we also want is to be active and figure it out.
24:57
We want to be able to just get in there and figure stuff out.
24:59
So we don’t necessarily want to sit there and take a foundational training on how to use a tool that we’ve prop that’s probably built, or it’s supposed to be built in instinctively so that you can just get in and figure it out. I know for myself, when I get a new, you know, I got this new computer. I did not read the manual. I actually can’t even tell you where the manual is in with one. I just got on. I got gotten, turned it on and just started playing around dilemmas stuff, and figuring it out. And then, later, and I get stuff, I’ll go on YouTube and try to see how I fix something.
25:33
Then the last thing and the important thing is that we want to belong.
25:38
So when you’re starting to create your onboarding program and starting to rent onboard your your employees as organization and show them, this is, this is us. This is who we are after the pandemic, or three years out. This is the direction in which we’re going.
25:49
These are the three things I want you to remember.
25:53
Things that have to be the value of their time, Things that allow your employees to be active and figure it out and participate, they want to belong.
26:04
And, in order to ram or successfully, I want you to utilize the anchor, the anchor training, learning, content, Ehlers, collaborate, value chain, and activate.
26:14
The value chain or value chaining is our secret sauce, It’s our special recipe of providing value, entertainment, and education.
26:24
So, how do I do that?
26:25
Well, first, I want to make sure that whatever content I provide you is going to be valuable.
26:30
Meaning, when a subject matter expert comes to me and says, I need to give you that 75 page manual. This is everything that has to go into the training. Good luck, making it into a 20 minute e-learning module.
26:43
Tell them, this is great, however, it’s not going to be valuable, And they’ll tell me, Yeah, they need to know all of this in order to be successful in their role or successful in the process.
26:57
And we start and stop them, they say, OK, take a step back, we’re creating this training for whom, new hires, there’s a new hire need to know, on day one, or day five, day seven, or the first time they do this process.
27:10
All of the things that are in this manual, Well, now, this is just for, you know. In case these things happen in case X, then Y then Z.
27:20
Then it’s not valuable to them, because it’s too much too much information.
27:26
You just need to know what they need to do to get in and get out, and hopefully not break anything.
27:32
So that’s value, finding the value. The rest of this app can come later. Let’s drip feed to feed back to them.
27:39
Second thing is entertainment. So, what can we do to bring some and some entertainment engagement?
27:45
Maybe it’s, you know, gamification.
27:50
Maybe it’s utilizing Storytelling maybe it’s utilizing scenarios or maybe it’s you know actually breaking out into character and really having some fun and you know some of these Tech Talk videos, where you’ve got your characters that you agree you’ve created.
28:06
Then, of course, parents pillar is we’re not just doing this just for fun. We want to make sure that you’re receiving education that you need.
28:13
The next pillar is Activation.
28:16
Activation is all about. how are we going to activate our brain to recall the information that we are learning?
28:24
So this includes giving the opportunities for role plays Practice. You know what opportunity when we are showcasing, you know, what is our the new vision for our organization that we’re onboarding our folks too?
28:37
How are we going to activate the brain?
28:39
How are we going to activate them so they feel part of the mission, which is the true piece of activate?
28:45
Well, maybe you want to start to set up circles where they can, you know, chat with each other. Maybe you want to have them be part of. You know, when you set up the mission. They could be part of putting together the action plan for their department.
28:59
Of how they’re going to help support the mission and the vision of the organization under this new, this new, you know, this new groundbreaking program.
29:09
Having opportunities to do those types of things allow them to start to really feel a part of their learning and puts them now in the driver’s seat. As opposed to just sitting watching, I’m being told, this is the direction in which we’re going in.
29:25
Then, the last Collaborate.
29:28
Learners feel most engaged when they can share their experiences and learn from the experiences of others.
29:34
I can tell you, when I became a new mom, one of the first things I did was write all of the Facebook groups for new moms, and I was in there, you know, anytime my daughter had, you know, a Little Russia couldn’t understand. Or, I needed to source a new pediatrician. I was in those mom groups looking for recommendations.
29:53
And I’m even selling them, now, When I don’t, OK, I’m kind of getting into my mom group now. 5, 6 years later. But I’m in there now providing my experiences, experiences with others.
30:07
And we’re building this community where you don’t have to go through the same experiences, or fall or fail at everything in order to learn. You can learn from my experience and make better choices, And be just one little step, further ahead. Doesn’t mean it’s going to production. You can avoid all failure, because you’re part of a collaborative community. But it allows you to be a little bit further ahead.
30:31
So, now that you have this structure and you’re thinking about, you know, value chain, activate and collaborate, where do you begin? How do you begin building a re onboarding program?
30:40
Well, first, I want you to think about your employee experience.
30:45
And I want you to ask yourself, How do you want your employees to feel throughout your onboarding process? What is the experience currently?
30:53
I didn’t want the employee to feel wants to go through this.
30:57
What’s their current state?
30:58
When big changes happen in the organization? How do they how do they currently find out?
31:02
For many people it is through the grapevine or a memo from the CEO.
31:10
And when big changes come, come about, that, doesn’t make a lot of people feel like they belong. Or they’re included, reveals really want to feel supportive of, you, know, moving into the new direction. So you just got a block of e-mail that probably went through legal and compliance before he went to you.
31:28
Then the third thing that I want you to do is look at what are some areas that you can improve or automate. So when you’re going through a re onboarding phase, you want to realign your organization.
31:36
Does it all have to be videos, and live webinars, and, you know, lunch and learns and actual experiences? What can you automate? What can go through a video?
31:47
What can be things that are shared out, you know, one way and then, you know, duplicated and sent out and maybe even drip fed overtime, recent backup? Love a good marketing love of good.
32:01
Remember this video, The next step is to Blueprint.
32:06
Design the next re onboarding, or I’m breeding Program of your dreams.
32:11
Well, what you can do is create a phased approach to get it all done.
32:15
It can feel really hard whenever your blueprint saying anything. Whether it’s a new learning program, Overall learning initiative, your onboarding program, or re onboarding campaign, it can feel like a lot.
32:28
So instead of starting by looking at this really big piece, say, what can we do right now? What are some of the low hanging fruits? or what are the things that we have to do first in order to meet the rest of the phases?
32:40
Then you chunk out from there, I don’t know about you.
32:45
But I love that to-do list.
32:47
I even write it down. This is my Wednesday to-do list. I wrote one last night, and now I’ve got a new one.
32:53
I will write things that I’ve already done and crossed them out just because I love the satisfaction of for us hanging out, something that I’ve already done, and it motivates me to keep going and almost becomes a game, my to-do list. I want to clear it off.
33:10
It’s kind of like when you’re, You know, you’re driving and you’ve got GPS, and you want to beat the GPS by like two minutes and think you’re, I don’t know, fast, and the furious movie, kinda like that.
33:21
That’s the same thing with the blueprint.
33:24
When you don’t have a phased approach in order to how to complete the new campaign, a new plan, it can feel like it’s going to be too much, It’s overwhelming, and that’s when it starts to become, you know, go down on your list to-do list.
33:36
That’s when it gets de prioritized, but if you can create that phased approach and start to incrementally accomplish it, it’s gonna drive you to want to actually accomplish the end even faster. Because you’re starting to see progress, little by little, by little.
33:53
Then of course, once you’re done Blueprint, say, just go to build. You’ll start your reporting, because we’re obviously gonna do lots of videos, which we’ll get to in just a minute.
34:03
Then welcome you introduce.
34:07
So, for any good onboarding or onboarding program, I like to say there’s three places that I want you to start, Pillars, and this is where you’ll start to create onboarding videos underneath.
34:18
one about the company, two about your crew, your people, and three about culture.
34:25
So, first one, when I’m talking about company, I’m talking about, you know, the company as a whole.
34:31
But, really, my marketing policies and procedures and things that they have to know.
34:36
Second, is the career, right?
34:38
Who is HR? You can do a lot to meet the teams. You can do a lot of buildings, you know, connecting with others, who didn’t go to for what.
34:46
And then, culture.
34:47
This is where you can really spend a lot of time getting people invested in creating their own videos and sharing them out with others, and really being able to showcase the culture in which you’re cultivating.
34:59
You know, so if you all are a small team, or the entire organization is going to, you know, let’s say, a volunteer day. You’re gonna want to capture some of that video.
35:08
You can do it to talk style and say, you know, ABC Corporation Act, no.
35:15
Be the match, or whatever it is, and you can start to upload some of those videos so people can see who we are, what we believe in, what’s important to us.
35:29
For the moment, I know that you all are reading, have been waiting for some Tech Talk videos and some examples of what can be part of a re onboarding program or re-introduction of, your organization program first is meet the team.
35:43
Yeah.
35:52
Hi.
35:55
I’ve even had, people have conferences where I talked to them about Tim Talk Learning Development. And I talked to them at a conference last year.
36:06
And they got so … and they were like, yes, we’re gonna go back to Kentucky. And we’re gonna create all these videos.
36:13
And when I saw them this year, just back in May, at the conference again, they were like we created these videos and people are loving them, you know. And they’re doing things like this Meet the team. Even dead because at that time, last year there were about to go back into the office they did up. What have you been up to since the pandemic.
36:34
Know and people would share? I got a new dog.
36:36
Or, you know, I moved, or, you know, not much, but a Mac, you know, they’ve got to share their little things. You’ve got to see what they were up to.
36:44
Lot of a lot of opportunity to help people meet the team, get to know the people, and start to see faces, and even put Voices Defaces. Because often, sometimes in a remote worker or a hybrid environment, there, people are just e-mails or Teams messages.
37:01
A day in the life, I don’t know about you, but I’m always curious anytime, what is my day going to be like.
37:09
Now, you can utilize the tech, these Tech talk style videos in order to provide that day in the life.
37:18
Yeah.
37:34
And of course, if you are re onboarding and bringing your team back into the office, I would recommend this is your first tech talk style video, an office door.
37:46
Yeah.
38:07
I think the beauty of an officer is likely, if you are returning to, the office things have changed. Right things, they have shifted around. Or maybe downsize to a smaller office.
38:16
Or some people have just been remote this entire time and now they’re going into the office for the very first time. This gives them the opportunity to kind of see and reduce some of the anxiety of not really knowing, like, where are they supposed to go. What are they supposed to do? Those kinds of things. And what I do love about a good officer.
38:35
It also allows you to then implement, OK, so this is our conference room, your next video, I’m gonna show you, the five things that you need to do in order to book that conference room, to make sure no one else is in that room, when you need to have an important meeting with your boss.
38:50
So you can start to then build out some additional content based on just this one video.
39:00
Good old compliance training. Maybe things have changed or shifted.
39:04
I know that, you know, there’s always opportunity to improve on our compliance training.
39:10
I know I cannot be the only one who has gone through walls of text, when it comes to compliance training, especially cybersecurity, or, like, e-mail security training.
39:22
Given an opportunity to reframe your onboarding and re …
39:26
per gram, and utilize your talk style videos in order to share.
39:33
How do you feel if you receive a female, both good phishing attacks, even when you receive it looks correct. There is no typing mistake. I feel like it’s coming from Amazon or your boss or whoever they want, But you can trigger guard against this by going to the different, kind of Oregon to manually check to check. Because we have to grab her e-mail header.
39:56
on. Gmail. Show original. And that’ll bring it to this picture. You can copy the entire header into the clip. What is all this?
40:02
And then you’ll want to lean on a lighter google header analyzer.
40:08
I’m going to use the ML Toolbox.
40:09
But there’s another one, Or even Google, so, then we’re going to paste it all here, Analyze it, and then be on the lookout for them.
40:17
Oh, and you can see the recruiting e-mail, but if you are, if not be done, right. Could have a header that Outlook is, open up an e-mail, and go to file, and hit property. So, be able to look at it, especially if you’re working else. Sure. That other thing. Safe and open warfare.
40:33
Who wouldn’t love a couple of videos, just about that, that you can then pull up at anytime.
40:38
I know I personally have received e-mails that I’m like, don’t know if this is accurate or correct. And been looking for, you know, things like this where I could, you know, check the e-mail to make sure it’s safe.
40:53
What I’m probably not going to do is go back to my learning management system find the 90 minute compliant cybersecurity or you know, e-mail safety training. And you know look for that e-mail or look for that part that section in the e-learn to find that list.
41:09
More likely if there is a place where I can go and easily search and find these videos and more likely to do something like that because that is all Blockbuster in my day.
41:19
And also, you have to re onboard on any safety procedures, or, you know, safety training, techstyle videos can be really great for that.
41:28
It’s a very little non safety device that we have on school busses. Let me show you, a lot of school busses have a memory of when we initiate the red, which means that we’d likely pickup students as soon as I turn off the engine, my bus has forced me to walk to the back. In the back, it’s telling me, go to the back. And while I’m doing this, I can be checking the seeds for students five.
41:48
Busses will have a button to make sure that I check the bus for any sleeping students, because not only would leaving a student on the bus has extreme trauma, temperatures, they will freeze to death.
41:58
And the opposite can be true in very hot weather. And let me show you, what happens if I don’t do the child check?
42:03
She’s telling me, I need you, but I’m just an easy. one is her head lights are blinking.
42:09
Yeah.
42:10
Yeah, now come on here, Do my child check together to stop? Yes. I 100% jumped when it started going on. There you go. That’s what a child check is.
42:24
Diverse found this example I thought.
42:27
If an instructional designer did this, we probably would have some sort of charges into a video animation or an image and then maybe even some label, like a labeled markers where it kind of shows you what would happen.
42:42
And this really simplifies it.
42:44
I just learned how to do a child check and what would happen if I didn’t, something that I’m prior to do for my job.
42:51
And I was able to actually see how it’s done live from someone that is a bus driver. And also, I’m not going to forget the allow beef that every time. or if this is like not the first time saw this video. I read my watch this video. I always jumping beeping horns.
43:10
I’m not going to want to be actually in front of the school bus. And to hear that because I’m sure I would jump even one thousand feet higher.
43:19
So these are the things that can help to create those connections in your brain, to remind you how to do those child checks. And the fact that you have to do those child tracks before you get off the school bus.
43:31
Think of some of your safety training.
43:33
It are, there are the opportunities for you to take a phone, record, some video, and show people how to do the things that you’re asking them to do in training, that’s a different way of reframing and why and showing the the same content.
43:51
Yeah. Exactly.
44:01
Another opportunity that you have a TikTok, TikTok videos and Uriah Onboarding program is to provide them with invitations invitations to Let’s say the community in which this little circle that you’re going to have at work to kind of walk through some of the changes. Invitations to a webinar that like webinar that you’re going to do.
44:20
Invitations to your new program.
44:22
Instead of sending an e-mail that a lot of us will skin, or, you know, a graphic that you made in Canva, people will likely stop the squirrel form were amps up the squirrel for a video, because we’re not used to seeing them, or getting them in our e-mail.
44:37
But we have been seeing a lot of, obviously, e-mails and calls and text, but also, those can the invitations and things like that.
44:46
We’re all skimmers, we don’t again, we said we don’t have enough time, and RJ.
44:50
So you have to find ways or stand out in order to get them to stop there, scroll and grab the attention from their eyeballs to stop and pay attention in a Tech Talk Video, event invitation can teach us that.
45:06
Tips and tricks: Maybe as part of your … program, you’re going to start sharing some tips and tricks you know I’ve been talking about, Are beyond breeding program rather large, right, more organizational organizationally wide?
45:19
It can be a lot.
45:21
What about every onboarding program for your team? Maybe a restructuring Maybe you’re changing how you all are working together.
45:27
They can create a library of TikTok style videos to help people start fishing for themselves for resources instead of constantly asking you their manager for the answer. How do you do this? How do you do that? And start to extrapolate some of the knowledge that you’re, the people that have been there for so long have, Isn’t that a fear?
45:48
Know, I know I have that fear. I’m sure you’ve had that fear, that you’re going to lose your most tenured employee and let them go so much historical knowledge. Tiktok Sal videos can help grab some of that for you.
46:00
So here’s an example of a tip or trick type of video you can share.
46:05
Have you ever wanted to remove that grand total section on the table?
46:09
Maybe you don’t need that data point, or you don’t like the look of it Here, is how it, Right click on the table and then select Table Options. In that menu, we’re going to want to flip the Filters tab on Check Those branch will. Now when we click OK, our tables looking fresh.
46:32
Oh oh.
46:41
Oh.
46:47
Oh.
46:54
So sharing favorites or top five lists or tips or tricks. You know that’s another opportunity you have when it comes to TikTok style videos. Here’s my top five tips my favorite tips in order to you know manage my time.
47:08
I know, you know, there’s a million ways that we can be managing our time, And so, this way, you can start to get your people to participate and share their recommendations as well. Again, start to build more that social learning community and network.
47:22
And the beauty about that video, they were never on-screen.
47:26
You know, this is, you could even go to Canva or other video, or stock video.
47:33
Grab some stock footage, and then just put some text on top and still share out those videos, and still share out those tips.
47:43
I’m crazy.
47:50
The most important part of building a round breeding program is just to make sure that you’re having fun.
47:56
Here’s a quick summary of just some of the ways that you can use it to build your … program, or to have it be part of your training program.
48:04
But, again, the beauty of this style of video and method has been that it really allows you to have some fun to not take training so serious, you know?
48:14
Yes, they’re serious, subject matters, of course, but there is the ability to smile and look back and say let’s, what can we do to really engage our people, to make them feel like they are, that they’re part of the mission and they belong?
48:35
And so with that I would love to hear more from you what are some other TikTok videos you can create for your onboarding program?
48:44
And as a challenge to help you start building your very first Rya onboarding program I want you to ask yourself.
48:51
That’s one question that you had on your first day and I challenge you.
48:57
Can make a quick Tiktok video on that.
49:00
That could be your first try at creating a community. That could be your first try creating your own video challenge. Then start to ask others on your team and build out from there. Ask everybody to ask to people.
49:12
You create a quick Tiktok video, but what you wish you knew on your first day, put them all together on, let’s say, a Slack channel, or a teams channel, or on your intranet or on SharePoint, And give that to new hires, give that to new employees, returning to the office.
49:28
I’ve never seen it before.
49:30
Here’s what I wish I knew on my first day.
49:32
Here’s what, I wish I knew my first day back in, the office.
49:37
So, with that, I hope you feel excited to rethink onboarding and re onboard your team, and I will go ahead and pop into the chat, but if you have any other questions, please feel free to add them into the question.
49:53
The question box, the first question I see here is, how do we share, share our videos as a drip feed to new hires? Great question.
50:02
And so it really depends on the type of technology and the tools that you have. And what I would ask you is, how much do you know about your learner and what they’re doing every single day, and what technologies that they’re using?
50:15
So, for me, if I’m starting to create a drip feed type of campaign, one of the things I’ll do is what are some tips that we can e-mail out.
50:24
What are some tips that if we have some sort of, you know, community, to share out, What can we, you know, where can I post those if they’re going to actually be and see it, Where are they going to be in in that moment when they’re going to need it. So, for example, if there is a Task that someone’s doing, let’s say, only once a year, maybe it’s like a fiscal year end task. I’m not going to drip feed up your feed that out to them.
50:53
Know, 12 months before, I’m gonna send that out, three months before, as a reminder, and then one month before and then one week before. And I’m just analyzing where they are. So if the safest bet is Oasis and from the old via e-mail, but I’m also going to be creative and say, OK, I know that we do a lot of things in Slack, so I’m gonna send something and slash or I know that we do a lot in teams. I’m going to send something out through teams because I know there are more likely to see that before they get to their e-mail.
51:26
And, Vanessa, we had a question come in earlier from, from Stephanie, saying, How do you quickly grab someone’s attention and keep them engaged?
51:36
Oh, yes, OK, absolutely, great question.
51:39
So, my framework for a number I’m building content is hook content, call to action, so I’m thinking about the hook all the time.
51:47
What is going to help me to actually stop me that get me to stop the scroll, get me to stop, to pay attention? And what typically will do that is a pain point, So really knowing your learner and really knowing your audience. What’s a pain point that they have?
52:01
You know, so we’re talking about new hire, one of their pain point, says, here’s what to expect on your first day, or here’s where the bathroom and what are some of the thing you’re really thinking, you know, great place to start. Whereas, though, some of those frequently asked questions, and your audience has, and start there.
52:20
And then also, psychologically, people, people, will pay attention. Longer, if you use the phrase, you, in the first NaN of a video, or an e-learning module, or whatever content that they’re launching, because it shows them that the video is actually for them, as opposed to, you know, the video pay more for you. So, if you can, somehow, is look, I challenge myself, and all of my YouTube videos, or a lot of my talk videos, to use the word you in the beginning, and to really make sure that I’m putting my checking me out the door. This video is not about me. Those videos, about the questions, that my view, or hasn’t right learner has.
53:03
And Lauren would like to know, you know, what are your thoughts on music to videos using pop songs or elevator music, if you could talk a little bit about that, and trending audio?
53:12
Yeah, absolutely. So for things versus making sure that you’re checking copyright, and that you’re able to use the videos, but there are websites out there that have unrestricted copyright free, royalty free music. So I would go there. I would stay away from elevator music, because that, to me, hat, like has that kind of.
53:37
It has that like rap for that stereotype of, like, kind of being boring, or as is fast. So, if I know that most people are associating that with the music, I don’t want them to associate my video with that. So when it comes to the music, I’m also thinking about, you know, what, is it going, what’s going to be fun, engaging, but not also distracting to what is being shared? And, you know what I’m talking about? So really thinking about, what’s the best blend? I love to go with a nice puffy music, pop type of music, something a little bit more upbeat. You know, I find that whenever I listened to that type of music, most people instantly, like, they pick up a little bit, they smile, they got a little bit more excited.
54:20
And so, there are a little bit more open to receiving what it is that is part of that video, If you’re specifically using, you know, TikTok, or Instagram, and really want to hold their trending audio. You can actually search trending audio and in TikTok and on Instagram, there’s a little arrow next to the music on the reels. And it shows you that the audio is trending. So, I usually go and save that.
54:45
Great.
54:46
And then one more question for today before we wrap up from Alex, who would like to know How do you come up with your ideas for L&D TikTok style videos?
54:55
Oh, great question.
54:57
So I think going back to, You know, what I shared earlier is, I start with a frequently asked questions.
55:04
When I’m also looking at, any learning program that I’m designing, I’m looking, I’m thinking about, You know, this is that when I’m developing something usually I’m developing something for that one moment in time – and I’m looking at that content that I’m creating.
55:20
And I’m saying, What can we pull out to make you know, to make it a TikTok style video, to reinforce the learning, to be that you know video for in the moment of need? So those quick tip so if you’re you know usually we’re sharing like 3 to 5 tips on how to do something. So those are all TikTok style videos.
55:40
And I think the beauty also of the videos is, you can take a long, you know, let’s say, a 60 minute webinar, you combine 30 to 60 second clips and pull those out of your main points, Your main takeaways, and then you can drip those out. So you’re not creating new content. You’re just taking that one video, and you’re just editing it, having a copying, editing it down, to create some additional content. So for a lot of my videos, that’s what we do is we repurpose the video for that shorter form content.
56:12
And I can easily get, you know, in different ways, 10 to 15 pieces of content out of, you know, sometimes a 20 minute video.
56:22
Well, great, and then he’ll bring this up to the end of our session today. Thank you so much, Vanessa for your time today and sharing, sharing some great information with the audience.
56:33
Thank you for having me.
56:35
Yes, thank you all for participating in today’s webinar. Make sure that you join me next week for enabling HR Business Partners to drive continuous performance improvement and also check out our new podcast, each R D Q you enter a new podcast that you can find on any of your major streaming platforms. Thank you all for participating in today’s webinar. And thank you, Vanessa, again for joining us today. And I hope you all have a wonderful rest of your afternoon.
57:02
Thank you.