If you’re investing in new hires in the near future, or plan to soon, you’ll want to make sure they’ll stick around. And there are some key things that even great managers forget to do with new hires.
To ensure a new hire’s success, it’s vital that managers make the right moves — starting on day one. Here’s a three-part strategy to maximize your retention of new hires:
The first day
While it seems obvious, many companies fall short here: having all of the basics in place (i.e., working passwords, phone extension, necessary office supplies, etc.).
So appoint a point person — a “mentor” of sorts — for the new hire. This person should ideally answer any questions the new hire has, show them around the building, introduce them and generally make them feel welcome.
It also doesn’t hurt to spring for a lunch with key staffers he or she will be working with in the future.
One-week mark
At seven days into the new position, your new employee should have already met with all of the other employees he or she has to work with on a regular basis.
For example, an A/R staffer should know the sales managers and sales staff, as well as Customer Service. At this point, you’ll have to discuss the employee’s goals in the upcoming months and address any points of confusion that are still lingering, if any.
Six months in
At this point in the employee’s tenure, a manager should have a brief one-on-one to discuss how the first half of the year went and see how the employee feels about his or her performance.
Of course, if the employee is missing the mark in certain areas, this needs to be addressed well before the six-month anniversary.
Retention
The idea here is make sure the employee knows they are valued at your company. Follow-up and communication with new hires is key to making them feel like part of the team. An orientation program is an outstanding way to do that as well.
New hires will quickly look for other opportunities if they feel like they’re just a cog in the wheel. Remember: It doesn’t just stop when you’ve hired the best candidate — follow up and communicate often.
What steps does your company take to retain new staffers? Let us know in the comments below.
About the Author: Liz Webb, a 20-year HR veteran, serves as Senior Corporate Recruiter for Progressive Business Publications.
