Start Retaining Great Workers on Day One by Improving Your Onboarding Process
Recent research on employee retention has shown that a strong on-boarding process goes a long way to keeping great workers. A good on-boarding process is more than just filling out tax forms and flipping through the employee handbook. It should ease new hires into their jobs and set them up for success in your company.
If your current on-boarding process could use a few tweaks, consider implementing the following tips.
‘Pre-board’ Your New Hires
New hires should hit the ground running. You can make that happen by sending them an email that welcomes them to the company and includes key documents. An organization chart, recent press releases and basic figures associated with the particular job can help a new hire get a sense of their position in the business and the current environment they will be walking into on their first day. It can also be helpful to send over a few HR forms so they can complete them in advance.
By ‘pre-boarding’ employees like this, it takes some of the mystery out of the first day and gets them excited to engage in their new job.
Roll Out the Welcome Wagon
Think about the last time you started a new job. You probably didn’t know anybody at the company and maybe felt a bit awkward. You probably would have loved it if someone reached out and made you feel welcome.
Greet new hires at the front door. Introduce them to their co-workers and managers that they will need to know. Give them a comprehensive tour, take them out to lunch and make sure their equipment has been set up for them to use right away.
Not only is it courteous to make new employees feel welcome, it also sets a great foundation for their first few months at the company. New hires that feel welcome and comfortable are less likely to have second thoughts about their decision to take the job, which is important when they face their first bit of adversity.
The Road Ahead
On-boarding needs to go beyond the first weeks and even the first month. Research shows that employees who make it through the first three months tend to stick with a company for several years.
As early as the first day, you should be coaching employees and pointing them in the right direction. You should also be making efforts to connect their job duties to a greater purpose, or show how their work leads to organizational success.
It’s also never too early to work on career development with new employees. During initial meetings, ask new hires where they would like to go within the company and lay out a roadmap for them to get there. When new hires can see a long-term future with your company, they’ll be more likely to stick around.
At LTI, we support all of our clients’ the employee engagement efforts. If you’re company is currently looking for a talent acquisition partner that provides robust support, please contact us today.