What can I expect in my first 100 days as a new employee?
What’s the secret to a successful organisation? Simply, it’s down to the people who work there.
So, what’s the secret to a motivated, happy workforce, required to create a successful organisation?
It requires making employees feel valued and supported. It’s about creating an environment where people feel their ideas and contributions are listened to and acted upon, where they see tangible recognition of their achievements. It’s also about creating a place where people feel proud of where they work, where they’d even go as far as to recommend to a friend.
It’s not a far-off ideal. This is reality for people who work at Xiatech.
We’re not pretending to be perfect. Our goal of creating an organisation of happy, satisfied and supremely motivated employees is a work in progress. But nothing makes us prouder than being told by 100% of our staff that they look forward to coming to work. That motivates us to create an organisation that people want to join and, more importantly, are happy they made the decision to come onboard.
Best of hybrid working
Our employees have the best of hybrid working facilities available to them. Our premises are based in Camden, right in the heart of one of London’s best social scenes, accessible by train and tube, with an electric car and a cycle to work scheme. Every member of staff has the option of working 100% remotely or mixing it up with days in the office.
We hold monthly “town hall” company-wide meetings for everyone to join in person or by video. It’s an opportunity to find out first hand, from our CEO about how the company is performing and its projects pipeline. It’s also where we all get to find out about what everyone is working on, whether it is new projects or updates on ongoing initiatives. It is an open platform where individuals’ and teams’ successes are shared and acknowledged by everyone in the company. These are followed up with regular social activities where people can unwind and relax.
Good benefits are the tip of the iceberg
We know our benefits are good, on a par with any bluechip technology organisation. They include contributory pension scheme, cashback Bupa healthcare plan, paid training courses, a “perks platform” offering discounts on shops, cinema and travel, access to a financial advisor and a £500 referral scheme.
But we’ve also learned that the secret to happy, motivated employees is about more than just perks and benefits.
What to expect in the first 100 days
First 30 days
The first 100 days for every employee that onboards with us is a critical time, because it’s when they decide whether we’re worth it.
Inclusivity, one of our key values, begins from day one. Each new employee is assigned to a buddy to work with, who can help navigate new processes and answer questions. An induction week and team introduction aim to give new employees a taste of projects they will work on.
Because there is so much to learn, and be exposed to, in the first month we make sure new employees have an opportunity to check in with HR/occupational colleagues at the end of the first week and at the end of the first 30 days.
We’re not a company who dangles incentives or tries to engender loyalty through making people feel they’re missing out, because they’re new. On job offer acceptance every new employee gets to participate in regular learning and development (L&D) workshops. And every new employee is invited to our monthly “town hall” and social events straight after. We want to inspire, engage and energise all our staff and create a fun working environment; both for employees and clients too.
We value inclusion, belonging and respect, by accepting everyone and treating others as we would like to be treated ourselves. This openness approach, which we encourage between colleagues, and as the bedrock of client interactions, helps us to build long standing relationships and a family-like atmosphere.
The second month is every employee’s chance to learn more about the company’s technology, services and how it partners with clients and customers to enable their tech-driven business transformations. It’s also the time to bed in elements learned during the induction week.
We strive for agility, growth and learning, through being adaptable and collaborative and prioritising people over processes. But we can’t achieve this without lines of open, honest communication. New employees bring new perspectives and are encouraged to be inquisitive, to raise issues and ask questions. That’s what the regular one-to-one meetings with the line manager are for as well as the second month check-in with HR/occupational colleagues.
Monthly “town hall” and socials are another opportunity to learn more about company-wide developments, gain updates from various teams on projects and to be part of a team sharing its own successes and progress updates, followed up by socials. New employees are encouraged to take advantage of monthly L&D workshops, which are an easy informal way to sharpen communication skills such as pitching to clients.
Your best career move awaits
As the end of the probationary period approaches, we have a single objective, which is for all our new employees to feel like a long-standing family member, through regular one-to-ones, a monthly check-in and opportunity to attend the monthly town hall, followed by the social, as well as L&D workshops.
We have high expectations for all new employees, so every individual, on completing their first three months, agrees upon their own specific, measurable, achievable, realistic and time-bound (SMART) objectives. These help us deliver our value of excellence and success, where we strive to satisfy our customers with innovative technology and superior quality, value and service.
100% satisfaction guaranteed
In 2021 we began an initiative to survey our employees, anonymously of course, every six months to gauge their satisfaction from working at Xiatech. That’s how we know 100% are happy working here. We strongly believe that one of the reasons for this is down to enabling a different kind of corporate culture, where people openly support each other. Peer recognition, we’ve discovered, is as crucial to nurturing happy, motivated and proud employees, as an acknowledgement from the c-level executive team. Why not see it for yourself?
Chief People Officer
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