Dozens of articles have been written about the challenges, and expense, of finding, recruiting and hiring top talent. Once you’ve hired your future “stars” your next challenge is to keep them.
For many companies, particularly in the retail, food & beverage and hospitality industries, where employee turnover is usually high to start with, turnover among new-hires (first 90 days) can account for at least 50% of their annual associate turnover number.
Few people stop and put themselves in the shoes of a “new-hire”. Changing jobs is one of life’s most stressful events. When starting a new job, especially on the first day, people experience an array of emotions including: fear, nervousness, insecurity and loneliness. Some organizations have detailed, and effective, new-hire orientation programs designed to help the new team-member assimilate in to the organization quickly. Other organizations have a two-word program; “sink or swim”.
If your company hasn’t taken the time to design, and implement, an effective orientation and assimilation program here are 6 steps you should take to ensure your new-hire doesn’t “jump ship” soon after they are hired:
#1. Prepare for their arrival.
Take a crisp, new folder with the employee’s name printed on it and fill it with important information such as: a copy of the employee handbook, a list of important phone numbers, their upcoming work schedule etc.
#2. Let the rest of the the organization know they’re coming.
Save the surprises for the birthday parties. Let the new-hire’s peers, subordinates (if they’ll be leading a team) and other key members of the organization know that you’ve hired a new employee. Share a little bit of pertinent (and appropriate) background about them with everyone. What nice ways to start a new job, having people from the company welcome you and say they were expecting you. Sure beats “who are you?”
#3. Have their direct supervisor call them the day before they start.
This can be a nice touch. The supervisor should call to say they are looking forward to meeting them the following day, review the dress-code, remind them where to park and ask if they have any questions.
#4. Don’t forget the obvious.
As soon as they arrive, take them on a tour. Don’t forget the important things like the location of the restrooms and break/lunch rooms as well as keys and door combinations etc.
#5. Assign them a mentor.
This is one of the most important steps you can take to assimilate a new employee to your organization. Having someone that they can “shadow”, ask questions and begin to build a relationship with will go a long way to making the new-hire feel comfortable and a part of the team.
#6. Follow up, follow up, follow up.
Before the end of their first day, touch base with your new employee. Ask about their 1st impressions, what questions they have and what they need from you. Schedule time with them after their 1st week, and on a regular basis going forward.
By taking these steps you will begin to develop an employee that is productive and engaged. When they arrive home after their 1st day and are greeted with “how was your 1st day at work?” you know what they’ll say.
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