One of the major complaints my clients discuss with me is their ability to attract and keep their talented people. They go through the trouble and expense of advertising, hiring, training and developing their employees only to have them leave within a short time frame. Couple that with the fact that the unemployment rate is the lowest in 16 years and organizations find themselve scrambling to find qualified help when someone leaves.
They blame Millennials lack of loyalty for the turnover, when in fact there are a number of things an organization can do to engage a new employee. Here are a few options, some taken from Fortune’s great places to work, to help a person feel a part of the organization from day one.
- Prior to them starting the first day, have the department head contact them and welcome them. Send them directions regarding where to go and have someone there to meet them day one to help them get acclimated.
- Orientation – In addition to the necessary paperwork, use it as a time to introduce your new employees to the vision, mission and values of your organization. RW Baird uses this time to share the values of Baird, then gives new employees ethical dilemmas to work through using the values of the organization. This starts integrating the values into their thinking and problem-solving processes from the very start.
- Introductions: Take time to introduce the new employee to others with whom they will interact. Some of the great places to work have an organizational chart with pictures on it to help acclimate the new employee.
- Mentor: New employees will be helped with assigning them a mentor. In addition, a boomer will be an excellent person as they understand how things worked prior to technology and it will be a good way to harvest some of their knowledge before they retire.
- Business Cards: Nothing is more frustrating than not having business cards for weeks after starting a job. Giving the new employee cards on day one is another way to communicate you are part of the team.
- Follow-up Communication: After orientation at Doctor’s Hospital of Sarasota in Florida where HR tells them, “Congratulations, you made it. We are very picky who we bring into our team, there are follow-up meetings at a month to answer any questions and again a few weeks later.
The first 90 days an employee works for you are critical in determining whether they will become engaged or start looking for their next opportunity. Help them understand the noble purpose of their work and how they are making a difference and offer regular feedback. This will give you a better chance of keeping them on and creating a loyal employee.