Retaining Employees Starts on Day One
It’s easy for a new employee to look past the price tag that a company
paid to bring them on board, but the employer doesn’t forget it for a
second. Salary and benefits aside, hiring expenses range from
recruiting advertisements, hours of screening potential candidates,
interviewing, and finally training the new employee.
And the stress? There’s always stress associated with firing and hiring.
Best practices dictate that employers do all they can to help new hires
settle in so that turnover cycle doesn’t repeat itself too soon.
With a little bit of drive, companies can boost employee morale by
keeping them involved in the company – which can help them stick
around.
Here are two quick tips:
• Share your company’s story and personality with the new
employee. Most companies overlook this idea even though it can
strengthen an employee’s understanding of the company. In this
way, the new hire will know who they are working for and want to
be involved in the corporate culture of their organization.
• Outline your goals for the new hire early on. That is not to say,
“We need $X by this point.” Rather, state the company’s mission
or vision so that problems can be solved more easily and any
goals — monetary or otherwise — can be reached with larger and
more meaningful ideas in mind. This will establish and build
motivation as well as further the new hire’s integration as part of
the organization.
With all of the inner workings of a company it can be hard to recognize
if the business environment is conducive or not for a new employee.
That’s why it is important to focus on these matters before the
employee becomes dissatisfied with his or her role in the company.
Make refining your techniques for new employee integration a top
priority.
