Guest Blog By Chanell Alexander at TrustRadius
Did you know your company’s first impression is just as important as your new hire’s? They are paying just as much attention to your initial actions as you are to theirs. To bring this fact home, here are some significant statistics:
69% of employees are more likely to stay with a company for three years if they experienced great onboarding.
Up to 20% of employee turnover happens in the first 45 days.
Organizations with a standard onboarding process experience 50% greater new hire retention.
The first impression is key to retaining excellent talent, and one of the best ways to set them up for success is creating a strategy that puts them in awareness of your company values while motivating them to live them out. Here are four ways to create a better onboarding experience to ensure companies represent your values.
Announce Their Arrival and Orient Them Properly
Let them know you are excited about them joining the team by announcing their arrival to the company. This could be through a blog post, email blast, or formal introduction at a company event. Then, begin to ease them into their role within the company by holding a new hire orientation. Here, you can talk about the history of the company, the values, and emphasize how you put them into action. For example, LinkedIn has an orientation that includes social icebreakers, a campus tour, and a Q&A with executives.
Give Them a Mentor
One of the best ways to ensure new hires are learning how to embody company values is to pair them with a more seasoned employee that can show them the ropes. This step reduces isolation, allows new hires to get their questions answered by someone other than their boss, and gives them insight into the workplace culture. New hires have a lifeline during the stress of starting a new job. One excellent example of this is Deloitte. The company has developed the Emerging Leaders Development Program, an initiative that matches seasoned employees with new hires for two years to train them to enter the leadership pipeline.
Facilitate Digital Communication
Working with mentors as pivotal, but you should also ensure that new hires have the opportunity to work with and communicate with coworkers digitally. Collaboration tools will make strategy and communication more manageable, and will also make it more likely that new hires will pick up on company values through the work they do with coworkers. It is not a bad idea to develop a chat room for new hires to ask questions or share information. Digital communication also makes it easy for you to monitor conversations and see how the new hire is acclimating, and seek any direct feedback that is needed. Online collaboration and chat software company, Slack, is responsible for increasing productivity and departmental collaboration for numerous companies that have made it easy for workers to do their jobs.
Encourage Managerial Check-Ins
The first month is pivotal to a new hire’s decision to stay and give it their all. Therefore, it is crucial for managers to take an active role in checking with workers to walk them through company culture, and introducing them to values that will help them to accomplish their best. Before discussing performance, managers should take the time to ask workers what they are looking for in their work experience and how they can help them bring this to reality. The more communication, the more likely it is they will gain more insight into the company’s values and how they can embody them. GE does yearly annual reviews, but they put this principle into motion by taking the time to discuss employee goals instead of just focusing on performance.
Again, the first impression is pivotal in developing a healthy and trusting work relationship. Employees are paying just as much attention to how they are received as companies are watching how they work. It is crucial to be as inviting as possible while giving the employee as many opportunities as possible to learn about the company’s values. If the employer and employee relationship get off to the right start, then it is likely that the employee will stick around for a while.
Chanell Alexander currently resides in Atlanta, GA. When she’s not traveling and trying new restaurants in the Metro Atlanta area, she writes about the latest technology and tools for TrustRadius,