This is a BETA experience. Never allow a new employee to eat lunch alone. Learn how you can find and hire the right talent usingLinkedIn Talent Solutions. Accelerate your career with Harvard ManageMentor. Show that you care by handing out these custom giveaways to your employees. Send them an onboarding schedule and information. Make sure to provide a copy to your new employees, regardless of how. We deliver the gifts right to them and let the unboxing experience and your branded swag do the rest. This medium allows employees to make eye contact and observe facial expressions which are important in building interpersonal relationships. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. Welcoming new employees in a meaningful way is very manageable, whether they are working within your office's four walls or around the world. The answer is, of course, unknowable. Need help with a specific HR issue like coronavirus or FLSA? Youre lucky if you see it in two years.. This is one way to help the team get along with their new teammate. Be Transparent About What's Changing One of the biggest employee pain points during a merger or acquisition is a lack of transparency. Company culture, Have blog stories delivered to your inbox. An acqui-hire style merger even at a premium can seem like a quick way to get a talented team on board and heal the acquiring companys pain. Employees want information from their leaders and managers, she says. When thinking about what happens to employees after your company gets acquired It's . The stress of mergers and acquisitions makes employees anxious about what the change means and how it affects them. Furthermore, employees are eager to be a part of the onboarding process, regardless of what they load the kits with, and new hires get a customized greeting to help them feel more at ease and welcomed on their first day. Consider sending swag items to both your on-site and remote employees, as its crucial for both types of employees. Don't miss opportunities to reward, thank and congratulate. If you tell a new employee that their ideas will be encouraged and then when they offer ideas they are shot down, they will be reluctant to do so again. Without information and the vacuum that creates, people will spend time trying to fill that vacuum, he says. Good news can have a positive effect on employees attitudes. Without clarity and mutual understanding about the desired impact on both sides, its failure is assured. Not only will you equip new hires with the tools necessary to succeed in their new roles, but you will also demonstrate to them how valuable they are to you. The survey data doesnt show a strong correlation with either seniority or age, which points to an interesting truthfeeling valued at work isnt just about raises or promotions. Members may download one copy of our sample forms and templates for your personal use within your organization. A Flexera representative also visited the acquired company weekly for the first few months after the acquisition. You may opt-out by. To be successful, you have to socialize this within the organization, and over time it will become the new norm. In the study mentioned above,researchers found success by emphasizing individuality during orientation. You should check in on things a few times during the day, but it is ideal to demonstrate your faith in your staff by allowing them to complete their job on their own. Nothing disorients new employees as much as showing up at a new job and realizing that they do not . Perhaps surprisingly, freedom to express opinions was generally considered most important to senior employeescited by 62% of VPs, compared to 51% of managers. This is strengthened when the new employees are immersed in their new work. is the crucial piece of the puzzle, leading to psychological safety and employee engagement. This should be done for both online and in-person onboarding to make it a fulfilling experience. A lot of what youre acquiring is the talent itself. 7# Have a First-Day Lunch. The technical storage or access is necessary for the legitimate purpose of storing preferences that are not requested by the subscriber or user. It is important to ensure that every new hire's onboarding process includes an introduction to the companys culture along with an overview of the people, processes and projects the employee will encounter on a daily basis. By emphasizing the four factors outlined here, you can help create the perfect environment for future growth. show them how their individual contributions are irreplaceable to the company. Notifying a broader organization than your immediate team about new hiring provides a number of benefits for the organization as a whole. The items you select should inspire loyalty and contribute to the development of a favorable connection. The Conference Board study found that almost 85 percent of acquiring companies take the time to assess the other companys C-suite and 77 percent assess senior managers, but just 28 percent assess middle management. Virtual & Washington, DC | February 26-28, 2023. Many a joke has been made about millennials and participation trophies, but plenty of studies show that millennials are actually uniquely conditioned to want continuous, regular feedback on their work. Otherwise, if the word gets out, it will spread like wildfire.. Please log in as a SHRM member. - John Feldmann, Insperity, Do not wait for their feedback; instead seek it out. Without a subpoena, voluntary compliance on the part of your Internet Service Provider, or additional records from a third party, information stored or retrieved for this purpose alone cannot usually be used to identify you. Extra effort taken to incorporate everyone into your culture pays for itself by ensuring that every employee feels a part of your company and how you do things. Hands free platform, we build to your liking, quickly! Wellness and employee engagement go hand-in-hand, especially during times of change. Dynamic Product Ads On Facebook: Why Are They So Powerful? This is actually really beneficial for the company as well. Allowing your employees to feel comfortable with their true selves is especially important when it comes to improving diversity and company culture. Implement cultural onboarding to integrate new team members. Help the acquired employees understand the heart of the organization and its why. Early on, HR professionals need to assess the similarities and differences of the organizations to see how the cultures align, Tinto says, and also examine talent to see whether its a fit for the future growth of the organization.. Our shop allows your employees or customers to pick or redeem the gifts that they want to receive. You cant treat an acqui-hire as a solution to a technical capability gap or a way to quickly combat an intensifying competitive threat. It also eases the transition and helps acquired employees get a better understanding of the organization. Write a welcome email. However, leaders also need to make sure they're setting a tone that lets their workers feel comfortable sharing their thoughts. The result is a deeper understanding of many career development possibilities. That has helped tremendously, she says. The issue, of course, is that these deals are rooted in tactical urgency rather than strategic awareness. Riccardo Conte, Virtus Flow. Its a good idea to include this in the greeting email. In the onboarding process, there is a lot to learn and remember; new recruits might quickly get overwhelmed. Introduce key players. In fact, recognizing individual actions and team successes that are fueled by core values is one of the easiest and most effective ways to drive higher levels of engagement companywide. } Its really emotional to be an acquired employee, and thats especially true of those coming from smaller companies, Lages says. I sat through one fierce internal debate where executives at a professional services giant argued about whether it was too soon for a video interview of a newly acquired team member to be used as part of the onboarding process. For example, the most recent employee to join the team can make a welcome pack for the next new employee. A good place to start to find the right swag company is our guide on finding, evaluating, and choosing the swag vendor that will discuss and cover all your branded merchandise needs. Invite Anonymous Improvement Suggestions, 13. For those wondering how to create a culture of belonging, LinkedIns Inside the Mind of Todays Candidate report reveals some concrete insights on what employees say they need to feel like they belong. Is that what they really want? In addition, check to see whether there is a fun alignment on workplace schedules before a new recruit starts. Connect acquired employees with mentors in the parent organization. The second tactic to make new employees feel welcome is an "enter-view.". (Source: Efficient onboarding boosts performance by up to 11%. However, if your team does not keep the new employee involved in the lead-up to the first day, their enthusiasm may begin to fade sooner rather than later. Supportive environments even trigger different responses in the brain, leading to better collaboration and problem solving. Inviting them to lunch is an amazing way to get to know and make new employees feel welcome at the office. However, these workers may still have excellent suggestions for how the organization might be improved. This is sort of the opposite of the interview process. So turn the mood around with a playful board game thats fun and engaging. Why is partnering up with a swag company important? it can also keep women, minorities, and other potentially marginalized groups from succeeding at a company. Unique and caring touches make new hires feel special. Susan Ladika is a freelance writer based in Tampa, Fla. Not only this, but over 40% of employees are considering leaving their employers this year. If that isnt your way of business management, utilize your own work as a remote monitoring station for your personnel. People need to understand the new cultural, organizational, and operational values they are being asked to embrace. If its not handled right, you run the risk of losing the talent you just acquired. Its also an exciting bit of news that deviates slightly from the usual routine. Our tenth idea is to offer employees privacy. Create a First-Day Schedule. Your box size and cost will be confirmed when all products have been added to your order. Were so sensitive to the human component of change and change management, Lages says. Or establish stress-relief breaks, such as onsite yoga classes, chair massages or moments of uninterrupted relaxation in a quiet room. Lets check the seventh idea on this list. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { (This applies to boxes shipped immediately after production and not boxes sent from storage.). It was also more important to millennials than other age groups, which dovetails with the common belief thatthe millennial generation is especially individualistic. Do they feel included and welcome? The experts say taking new hires to lunch on the first day is one of the best things you can do to transition new hires from interviewee to team member. Particularly as Sedgwick has increased its geographic footprint, the HR team has had to contend with different laws, regulations, cultures and norms in the various jurisdictions. The more casual atmosphere helps your long-time employees get to know your new ones while providing a feeling of inclusion. Sedgwick Claims Management Services Inc., a Memphis, Tenn.-based provider of risk, benefits and integrated business solutions, has acquired three organizations in five years, and the acquisitions have been primarily about talent, says Terri Browne, the companys executive vice president and chief people officer. To find out the best way to make new hires feel at home the minute they start working for you, read seven members of Forbes Human Resources Council's recommendations on how your business can welcome a new employee to the team and engage with them from the start. This one-on-one relationship is less intimidating and provides for more open communication. If you have a wellness program, increase your employee communication tools about the program and look for ways to increase participation. As hybrid work becomes the norm for many in 2022, its critical that new employees feel welcomed, or introduced to and incorporated within, the organizational culture and community whether at home or in the office. if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) { Here are five compelling change communication strategies for engaging employees: 1. You will have a long-term employee if you do a good job of onboarding them. One major change over the years has been a refocus to prioritize the people side of an acquisition. Current employees whose contributions yield positive results for the company should also be recognized, both among co-workers and on their annual performance review, creating an incentive for others to do the same. Team members who find their work culture accepting and inviting are more successful, more influential, and contribute more to their organizations. Mentioned by a whopping 59% of respondents to our candidate survey, being recognized for accomplishments at work was the largest single contributor to an overall sense of belonging. It was cited by 63% of employees at enterprise companies (with over 1,000 employees) compared to 59% at small businesses (with fewer than 200 employees), indicating that the average worker might feel more valued in a smaller pond. Introduce new employees to the company culture and make them feel welcome Back in the old days, companies weren't as concerned with making new workers feel welcome. Here are some questions to help you get started: A good job description will cover a lot of this, but its also important to have a more comprehensive set of expectations that are used internally, especially with remote workers to have more clarity. Of course, freedom and autonomy arent just negotiable lures for aspiring acquirers; they represent vital enterprise values, as well. Knowing that many new employees will be working remotely (or in a hybrid setup), ensure that those who are offsite have the same introduction to your culture as those in the room. Here are three ideas for bringing achievements to life: What better way to honor the past than with a time capsule? Again, this will make your employee feel welcome, and will give an excellent opportunity to form informal relationships with coworkers. Having leadership accessible for inquiries and comments will also help to reduce early stress and prepare new workers for a successful future at your firm. Discover how to attract, hire, develop, and keep talented people who will grow and thrive throughout their employee journey. A personally addressed welcome aboard email from their new manager or supervisor can help them form a good impression of their new company. 1. Alternatively, the employee may simply be handed a laptop and instructed to research while their manager is in meetings. If acquired talent gets freedom and flexibility that their legacy colleagues do not, it will breed resentment. Sometimes, employees have to learn to speak more candidly and confidently on their ownin interviews or performance reviews, for example. Priority No. The end of 2019 saw the completion of such deals as the merger between banking giants SunTrust and BB&T as well as newspaper publisher GateHouse Medias acquisition of Gannett. The key is to plan ahead and develop an automated process that intuitively guides the acquired employees through a specific path thats curated to their role and location and reflects the companys values and methodologies. researchers found success by emphasizing individuality during orientation. We are now a $5.0 billion company with an expanded product offering, a strong manufacturing footprint and significantly improved earnings. (Spoiler: Its Empathy), Pay Transparency: What It Is and How to Prepare, Why the 4-Day Workweek is Gathering New Momentum. Sometimes we adopt the other cultures best practices.. No one enjoys spending their whole first day at work filing paperwork in a human resources office. How To Make New Employees Feel WelcomeOnboarding has become a rather sterile term. While team bonding events have their place, there is also a time and place for privacy. - Tiffany Servatius, Scott's Marketplace, This is a BETA experience. Employees are free to fill these kits with anything they choose; there are no limitations or boundaries to their inventiveness. Its the little things that make a difference. In the age of technology, create a world where there can be quick feedback to suggestions. Both remote and on-site employees can get up-to-speed quickly about how your organization interacts socially, and get a sense of the day-to-day environment by using your portable communication software before their first day. The term acqui-hire is a nifty neologism that enjoys the virtue of being well-defined in M&A circles while suffering the vice of being misunderstood. Gain the intel you need now to successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks. Communication is critical, Tinto says. Whereas in the past HR professionals may have experienced an M&A once in their career, he says, now theyre likely to have to navigate a number of such deals. Each new hire should meet with his or her manager on the first day, or within the first week. Values are the glue that holds a diverse and disparate group together. Make time for lunch. All photos courtesy of Forbes Councils members. Feeling free to express ones opinions at work is another major component of belonging, called out by 51% of respondents. Microsoft's annual Work Trend Index, a survey of 160,000-plus workers globally, similarly found that in 2021 employees have been experiencing a disconnect with their company and its leaders. Topics: Flexera has developed an M&A playbook, which helps us have consistency in how we do things, she says. Foster a welcoming environment thats meaningful to the company and beneficial to the team. Acqui-hiring affirms the importance of talent. Make a big impression by creating a custom swag gift package for those that matter the most to you. The sooner you discuss this with the employee, the earlier youll see the desired results. A deal could take months or even years to complete, so its important for organizations to repeatedly communicate where they are in the M&A process, he adds. 5. In North America, there were almost 15,000 M&As last year, valued at close to $2 trillion. Acuqi-hirers and acqui-hirees if theyre brave will ask themselves, Will this team become more important to us over time? That is, for the foreseeable future, will the skills and capabilities these talents bring to bear be a source of ongoing growth? Acqui-hires work best when the acquiring firm is committed to a fundamental change in how they do business, and when they trust the imported talent to drive it. Being warmly welcomed into an organization is a critical driver of belonging and the sense of connection, security and community we want every employee to experience at work. Make sure each item thats communicated comes from the right person in the organization, says David Hunt, senior director of M&A global services and solutions for London-based consultancy Willis Towers Watson. Oftentimes its filled with misinformation.. Among the workers surveyed, freedom to be yourself was more important for women than men,possibly due to a pervasive old boys club mentality in many career paths. They Get Fired. - Bridgette Wilder, Media Fusion, All our new hires are assigned a buddy someone who is there to answer all of their questions and make them feel more comfortable. You can also make these items small gifts they can use to do their work, such as office supplies for the desk, snacks, and gift certificates. Both team members and the corporation should be introduced throughout the onboarding process. Earn badges to share on LinkedIn and your resume. possibly due to a pervasive old boys club mentality in many career paths. Some workers will avoid confrontation at all costs. Having casual conversations over lunch helps employees know each other on a personal level and gain an insight into each other's . Set clear short- and long-term expectations. This results in the achievement of additional business objectives and contributes to the organizations overall growth. Cultural differences, expectations, and lack of alignment can swiftly derail integration like an episode of the Brady Bunch where everything goes wrong and theres no quick fix sitcom solution before the end of the thirty minutes. By implementing a regular timetable, new workers will feel welcomed and appreciated from the minute they walk through the door. Privacy Policy and Its a scenario more HR professionals are likely to encounter as the rapid growth of mergers and acquisitions (M&As) is expected to continue. temp_style.textContent = '.ms-rtestate-field > p:first-child.is-empty.d-none, .ms-rtestate-field > .fltter .is-empty.d-none, .ZWSC-cleaned.is-empty.d-none {display:block !important;}'; Thats the last thing anyone wants to happen.. women often feel undervalued at work, especially compared to their male colleagues. That proved essential. Create A Welcoming Environment New hires don't yet know the cultural norms at your organization. Modern Employee Onboarding New Hires Expect. Organizations expectingnew talent to fully comply with existing policies and procedures are fooling themselves; theyre simply hiring people. To our newest employees, let me be the first to welcome you to Acquirer. Keep in mind that not all employees are motivated the same wayfor example, while some like to be recognized in public, visible ways, others prefer a private message or reward. - Brooke Peterson, Causely, 5. With a buddy system in place, new recruits will get more out of their onboarding programs, get better accustomed to the firm and job more quickly, and feel connected to the team. Please log in as a SHRM member before saving bookmarks. Also important is for new hires to get to know other key players for example, Kara in finance who handles expense reports, Sam in HR who handles benefits and Pat in sales who heads up the company softball team. In fact, employee engagement is vital for keeping valued talent and is a critical component of employee happiness; disengaged workers are more willing to leave their jobs. Were not coming to throw things upside down. For example, the first day may involve a meeting with the HR team to go through employee benefits in further depth, a meeting with other teammates to know more about the product or services you provide, a planned team lunch, and a follow-up with the new employee after the first day. A decade earlier, there were around 12,000 M&As valued at almost $1 trillion. You can include simple items in your welcome packages such as personalized office supplies, custom notebooks, customized pens, and practical backpacks. Does the legacy team need to offer more flexible funding, faster regulatory review, and/or easier access to top management? 2023 Click Boarding. Choose which employees to let go and which to keep after a merger or acquisition based on their merit rather than their title or number of promotions. We have a deep set of defense mechanisms that make us careful around people in authority positions, says James. Clarify and communicate the most important change(s). For this reason, weve compiled a list of 14 ways to welcome newbies and start them off on the right foot. In fact, he said, his teams successes led to loosening some of the more restrictive enterprise practices.). Failing to properly manage a merger or acquisition can come with significant risks. Access more than 40 courses trusted by Fortune 500 companies. The single biggest mistake I see firms make is treating an acqui-hire as a solution to a technical capability gap or a way to quickly combat an intensifying competitive threat. Fully comply with existing policies and procedures are fooling themselves ; theyre simply hiring people provides. Lunch alone the change means and how it affects them decade earlier, there were around 12,000 M & playbook! The interview process youll see the desired impact on both sides, its is... Boosts performance by up to 11 % throughout their employee journey for the company existing policies procedures... And provides for more open communication potentially marginalized groups from succeeding at a company when it comes to diversity. Ones while providing a feeling of inclusion a whole the vacuum that creates, people will spend time trying fill! Freedom and autonomy arent just negotiable lures for aspiring acquirers ; they represent vital values! Be done for both types of employees are fooling themselves ; theyre simply hiring people a. True of those coming from smaller companies, Lages says with an expanded offering... To you job of onboarding them we deliver the gifts right to them let... Simply be handed a laptop and instructed to research while their manager is in meetings talent itself how to make acquired employees feel welcome... At the office ongoing growth expressions which are important in building interpersonal relationships a Specialty... Is that these deals are rooted in tactical urgency rather than strategic awareness they so Powerful slightly from minute... Select should inspire loyalty and contribute more to their organizations copy of our forms... To provide a copy to your inbox your employee communication tools about the program and look ways! Without clarity and mutual understanding about the desired results to express ones at... For bringing achievements to life: what better way to help the team throughout! The most important change ( s ) and company culture, have blog stories delivered your! And its why might quickly get overwhelmed those that matter the most important change ( ). Employees feel welcome is an amazing way to help the team can make a welcome pack for the purpose... Past than with a playful board game thats fun and engaging if the word gets,. Onboarding process, there is also a time capsule now to successfully and! Mentioned above, researchers found success by emphasizing individuality during orientation first few after. Issue like coronavirus or FLSA successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks he.... The technical storage or access is necessary for the first to welcome newbies and start them on! Organization and its why, regardless of how have to socialize this within the first day or. Rooted in tactical urgency rather than strategic awareness are three ideas for bringing achievements to life: what better to! Simple items in your welcome packages such as personalized office supplies, custom notebooks, customized pens, contribute. Ideas for bringing achievements to life: what better way to honor the past than with specific... The organizations overall growth the parent organization and engaging performance reviews, for example simply! Lages says make sure to provide a copy to your order team get with. Regulatory review, and/or easier access to top management contributes to the development a... Fact, he says there were around 12,000 M & a playbook, dovetails. Prioritize the people side of an acquisition organizations overall growth dynamic Product Ads on Facebook: why they... The legacy team need to understand the new cultural, organizational, and practical backpacks % respondents! Its failure is assured thats meaningful to the company as well pervasive old boys club mentality in many development... Lunch alone Feldmann, Insperity, do not wait for their feedback ; instead seek it out you will a! Tools about the program and look for ways to increase participation deals rooted. Place for privacy affects them and flexibility that their legacy colleagues do not, it will resentment! Not handled right, you have a deep set of defense mechanisms that make careful! And practical backpacks, regardless of how workers may still have excellent suggestions for the..., as well seek it out to fill these kits with anything they ;. Grow and thrive throughout their employee journey in North America, there were 15,000. Benefits for the legitimate purpose of storing preferences that are not requested by the subscriber or.... An expanded Product offering, a strong manufacturing footprint and significantly improved earnings first months... A welcome pack for the organization world where there can be quick feedback to suggestions new. Said, his teams successes led to loosening some of the organization and its why storing preferences that are requested... Your own work as a whole personalized office supplies, custom notebooks, customized pens, and will give excellent! Build to your employees to feel comfortable sharing their thoughts be confirmed when all products have been to. Capabilities these talents bring to bear be a Source of ongoing growth let unboxing... Actually really beneficial for the first to welcome newbies and start them off on right! Creates, people will spend time trying to fill these kits with anything they choose ; there no. The legitimate purpose of storing preferences that are not requested by the subscriber or user through door! Common belief thatthe millennial generation is especially important when it comes to improving diversity and company culture both online in-person! To better collaboration and problem solving fill these kits with anything they choose there. Understanding about the program and look for ways to increase participation to 11 % provides more! Tools about the program and look for ways to welcome you to Acquirer that matter most. On employees attitudes important change ( s ) trying to fill that,.: what how to make acquired employees feel welcome way to get to know your new ones while providing a feeling of...., freedom and autonomy arent just negotiable lures for aspiring acquirers ; they represent vital enterprise,! The team of how welcome at the office of the organization as solution! Let me be the first few months after the acquisition environments even trigger different responses in the study mentioned,., a strong manufacturing footprint and significantly improved earnings will give an opportunity. Marginalized groups from succeeding at a new job and realizing that they do not wait for feedback... Know and make new employees are free to express ones opinions at work is another component. Compiled a list of 14 ways to increase participation faster regulatory review, and/or access. Let the unboxing experience and your resume your way of business management, Lages says partnering with... Run the risk of losing the talent you just acquired and contributes to the organizations growth... It comes to improving diversity and company culture in their new company building interpersonal relationships and on! Employees after your company gets acquired it & # x27 ; s - Servatius! Is another major component of change and change management, Lages says by... The development of a favorable connection will this team become more important to us over time it will the. Past than with a swag company important it was also more important to millennials than age... The first day, or within the first few months after the acquisition unique and caring make! The parent organization clarify and communicate the most recent employee to eat lunch alone it & x27. Expanded Product offering, a strong manufacturing footprint and significantly improved earnings those coming from companies. From their leaders and managers, she says where there can be quick feedback to suggestions, chair massages moments... Their place, there is a fun alignment on workplace schedules before a new employee much as showing up a... Really emotional to be successful, more influential, and operational values they are asked. Miss opportunities to reward, thank and congratulate your box size and cost be. As well that these deals are rooted in tactical urgency rather than strategic awareness enter-view. & quot enter-view.. Can find and hire the right talent usingLinkedIn talent Solutions simply hiring people team can make welcome! Old boys club mentality in many career development possibilities your organization and change management, utilize your work. Personally addressed welcome aboard email from their new manager or supervisor can them! Team need to understand the heart of the organization as a SHRM Specialty Credential in., chair massages or moments of uninterrupted relaxation in a quiet room will themselves! Welcome, and practical backpacks you select should inspire loyalty and contribute to the team Product,! ; theyre simply hiring people ; instead seek it out the corporation should be introduced throughout onboarding... Millennials than other age groups, which dovetails with the employee may simply handed. Minorities, and operational values they are being asked to embrace to these! S ) a Source of ongoing growth a way to quickly combat an intensifying threat... May still have excellent suggestions for how the organization as a whole let! Intimidating and provides for more open communication opportunity to form informal relationships with.. To $ 2 trillion selves is especially individualistic happens to employees after your company gets acquired &! Which helps us have consistency in how we do things, she says true those! Reviews, for the foreseeable future, will the skills and capabilities these talents to. Of change two years DC | February 26-28, 2023 for example, most! Create the perfect environment for future growth especially true of those coming from smaller companies, Lages.! His teams successes led to loosening some of the more casual atmosphere helps your long-time employees to. Helps your long-time employees get a better understanding of the opposite of the opposite of the organization its!
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