With strong competition prevalent for all levels of talented professionals, it's no surprise that employee retention is a key initiative for many organizations across the board. In a prior post, Onboarding: Promoting the Successful Integration of a New Executive, Helbling discussed the importance of having a long-term onboarding program for new executive team members. Understanding the difference between having an onboarding program for executives and a simplified program for other levels of employees, we wanted to outline easy onboarding techniques that any organization, large or small, can easily initiate.
This will reduce anxiety on the new employee's part and give them a positive feeling before they arrive for their first day of work.
Direct them to specific pages within your web site that highlight positive employee experiences as well as pages that provide background information on the department they will be working in or what they will be doing.
Notify appropriate employees of the individual's start date and share any non-confidential information about the person to provide easy conversation-starters. If team members want to contact the person before their first day of employment to welcome them aboard, allow them to do so.
Invite them to be a LinkedIn connection.
Send links to your company's Facebook page (this is especially important with candidates of the Millennial generation).
Email their paperwork (W2, Benefits, 401k, etc.) so that the employee's first day is not consumed by monotonous procedures.
This mentor can provide support from showing them where the office supplies are kept to helping them become acclimated to the company structure and culture.
Doing so reduces the anxiety for both the new employee and their direct report.
Weekly feedback is ideal.
This builds confidence in their position and abilities, making them more engaged.
Assess the new employee's skill level in the first two weeks to realize what type of training is needed to reach their potential. Initiate that training as soon as possible.
Having an open relationship will make the new employee feel respected and part of your team, will increase their engagement, and alert you to any possible concerns.
Enhance employee satisfaction.
Encourage employee engagement.
Decrease time to optimal productivity.
With these potential results, what company can afford not to implement these practices?