10 Ways to Retain a New Employee
How to Impress a New Employee You Want to Retain
Employee retention begins on the first day of employment, and how you orient and train a new employee will affect their ongoing success. Employers should have a process for welcoming new hires to ensure their experience is positive and motivating. This will encourage them in a positive direction by being enthusiastic about performing an optimal job for your firm.
Send them a welcome letter as well as an employee introduction letter to create a positive welcoming experience between them and their new coworkers.
Employees who are valued as a key part of their company's success will most likely remain with the same company. Their job is rewarding, as they are provided with new challenges and opportunities for growth.
How to Retain Employees
To ensure new employees have a positive experience on their first day of employment, create an efficient, welcoming process that includes the following:
- Set up a work area that has all of the equipment and comfort items the new employee may need to become productive on their first day.
- Schedule the new employee to start on the manager's least busy day. Arrange for the new employee to spend several hours with their manager meeting coworkers and learning about their job. Make certain that a new employee orientation schedule is developed.
- Have front desk employees welcome the new employee in an informed, supportive way. Front desk personnel should be prepared to direct the new employee according to the manager's instructions.
- Schedule lunches for the new employee for the first few days so the employee has a chance to meet people.
- Send the paperwork and handbook to the new employee in advance. Schedule time at work for the employee to ask questions and get clarification on company information such as benefits, payroll, or rules and regulations.
- Assign a mentor and schedule meetings with friendly interested coworkers who can build relationships with the new employee.
- Schedule regular meetings to ensure a long, fruitful relationship with your employee. Understand the time commitment involved in mentoring a new employee and assign the appropriate person who has the time and knowledge.
- Assign your most positive, knowledgeable staff member to make sure your employee gains the most benefit.
- Have the employee work on a core component of their job on the first day. New employees thrive when they feel immediately valued and productive.
- Contact the new employee prior to their start date with all of the benefits paperwork and the employee handbook sent in advance so the employee can read the paperwork and fill it all out prior to their first day of employment. You can also give the new employee access to your online portal to learn about the company. Use the first day to welcome your new employee and orient them to their department and their team.
How to Lose an Employee
Make the best first impression by avoiding these top 10 mistakes:
- Not creating or assigning a work area. The employee is sitting in a hall or sharing a cube for the first few days while you scramble to create a work area. Nothing is worse than not giving your new employee a home. This experience indicates workplace inefficiency and that the new employee is not important.
- Scheduling the new employee's first day while their manager is on vacation or away at a conference. In addition, other staff members are not prepared to give the new employee meaningful work or training while the manager is absent. In general, employees start their first day in a meeting with their manager.
- Keeping the new employee waiting in the reception area for a half-hour because reception wasn't expecting their arrival. Reception staff attempt to figure out what to do with the employee and who is expecting them. This communicates poor communication among staff and lets the employee know they are not important.
- Leaving the new employee at their workstation to manage on their own, while coworkers go to lunch. This may make the employee feel isolated and not valued as a new part of the team.
- Providing an hour in a noisy lobby for the new employee to read and sign-off on a 100-page employee handbook. This shows little regard for the employee.
- Showing the new employee their workspace and leaving them for the remainder of the day. The employee is not introduced to coworkers or assigned a mentor or staff member who can help them adapt to their new workplace.
- Assigning the new employee to a staff person who has a major, career-impacting deadline–in three days. Instead of being made to feel welcomed and valued, the employee may sense that the staff member feels rushed and that the employee is an obstacle in meeting the deadline.
- Assigning the new employee to your most negative, company-bashing staff member. This will give your new hire a bad first impression of the company and may cause the new employee to question their decision to work for your firm.
- Assigning the employee busy work that has nothing to do with their core job description, because you are having a busy week. This communicates to the employee that you didn't consider them important enough to schedule a time to start them on what they were hired to do.
- Starting the new employee with a one- or two-day new employee orientation after other HR presentations. This can become tedious, as it occurs after other long presentations involving benefits, the employee handbook, and signoff. This is not good for the morale of a new employee.
Encouraging healthy, productive relationships among employees, managers, and coworkers from the start of a job throughout the time of employment is key to employee retention. Employees should feel that their work matters and that they are part of their company's growing success.