Creating Long Term Employees

Creating Long Term Employees

According to research by Brandon Hall Group, “organizations with a strong onboarding process improve new hire retention by 82 percent and productivity by over 70 percent.”  Additional research from Gallup found that, “only 12% of employees strongly agree that their organization does a great job onboarding new employees.”  In a previous article, we discussed the importance of onboarding.  This month, we revisit this topic again.  Sometimes it can feel overwhelming to develop an onboarding program, but in reality, it doesn’t have to be complicated to be effective. 

If you feel your onboarding has room for change, here are a few simple, but practical tips:

  1. Set them up for success.  Communicate expectations and orient your new hires to the culture.  Be clear about what is expected and what the norms are, and don’t leave them guessing.  Let them know what they should be striving for.  For example, success in this role means on time delivery or timely reports.  Set expectations as well about safety and compliance.
  2. Plan the journey.  A simple thing to do is to make a checklist of the areas that you want to cover in their training, specific to the role you have hired them for.  This gives them a path to work toward.  You don’t have to do all of the training in the first week or even the first month.  Depending on the level of complexity of the role and previous knowledge, it may take time.  Spreading it out can decrease the overwhelm and increase their ability to retain the information.  A master list will give them a clear path toward development in their role.
  3. Connect them.  New hires are entering a social circle.  They are more likely to stay if they feel a part of things, so be proactive about integrating them into the group.  You may do this more informally or assign a mentor to them to answer questions and connect them into the team.

Both you and your new hire have taken a risk.  They have made a decision to change.  To move away from their last position to your company.  Maybe it was a financial decision or perhaps they didn’t like the environment they were in and have placed a bet on your business, that it would be better for them.  Put yourself ahead of the game by making this a great experience for them.  Map out their journey, set clear expectations, and connect them into your culture to give them the best chance at success.

Tags: Employee Management, Management Tips