Welcome to the welcome coaching!
I have frequently mentioned the practice of welcome coaching when speaking about corporate culture, but I’ve never actually covered it in detail. Well, now it’s time for me to make up for all those missed opportunities.
What’s a welcome coaching
The practice of welcome coaching is somewhat similar to assessment, which I covered earlier. But a welcome coaching is, after all, a different thing. Its goal is not to recruit new employees but teach the ropes to interns who are about to start working.
You can interview and show around every single employee, or you can set up a welcome coaching. We prefer the latter, as it’s a universal and gamified event designed for:
- telling new employees about the company, its corporate culture, and the functioning of the entertainment center
- introduce to them key managers and administrators, departments and receptions, and, of course, let them get to know each other.
Theory
A welcome coaching is divided into several parts. First goes the theory. It includes contests, games and exercises. We’re telling new employees about the company background and corporate culture. There’s also a ceremony of giving out copies of the corporate code.
Our corporate culture is fairly open and amiable. We prefer informal style of communication, we’re ready to help and hear each other out, and generally, we care! When people realize they can suggest their own ideas, that they can change something, it inspires and motivates them.
More often than not, novice employees are not used to this approach. In most companies, the ideas and requests of employees, especially if they’re from the linear staff, are not taken into account. We, on the other hand, encourage activity aimed at improving the entertainment center. That’s because linear employees are actually more aware of functioning failures and Guest needs than anyone else.
Inspiring success stories
In the course of the coaching, we’re not only telling new people about our mission and values, but also inviting our colleagues who built a rewarding career in our company. Success stories encourage improvement and show that any resourceful and ambitious employees can achieve real, tangible success.
And we do have many stories of this kind. Our current front manager, Aigul Vafina, started out as a linear employee. Dina Bulychenko, administrator of the FUN24 entertainment center, once was a quality assurance manager. Manuchekhr Rasulov, chief technology officer of the gaming equipment department, began as a technician. Generally, most of our administrators used to be linear employees.
Practice
After the theory part, we get to work «in the field» — on the territory of the entertainment center, testing attractions. Usually, it turns out that some of them were missed out in the course of the internship. So, for many new employees, the practice part is full of new experiences. Current employees on their shift welcome newcomers, high five them, joke around, wish luck and generally express positive feelings about fresh recruits.
The coaching ends with sharing experiences… and some delicious pizza as well!
Welcome coaching is a way to make the first working day memorable and impressive. It’s a huge boost of motivation: people feel they’re part of a big friendly family, where everyone can contribute to a greater cause on equal terms.
Welcome coaching at the FUN24 entertainment center
Some facts for those who would love to embrace our experience:
- Optimal number of participants: 15–20
- Duration: about 4 hours
- Frequency: once every two months
- Average age of participants: 18–25
- Person in charge: HR manager or coaching manager
There are some shots from our welcome coaching in early July. I hope that everyone who was involved that day will stay with us for a long time, and make a great success story for the future employees of the FUN 24 entertainment center.
