Employee turnover continues to be one of the biggest concerns for HR professionals today. The bustling job market is wonderful for job seekers, but it’s not so great for the HR departments trying to keep employees at their organizations.
According to Deloitte’s Global Human Capital Trends 2015 report, many organizations are struggling with culture and engagement, leadership, and learning and development. These elements are crucial to onboarding and retaining talent.
What can HR leaders do to improve their organizations in these areas and prevent new hires from jumping ship?
They can start by checking out these five articles that outline both the impact HR leaders can have on retention rates and the ways in which they can improve the impressions their companies make during onboarding. Don’t forget to take notes!
In this article, Heather R. Huhman, founder of the HR tech PR firm Come Recommended, sheds light on the indifference leaders of the past have shown to the onboarding process and how today’s HR pros can break free of that mindset to improve new hire retention through better onboarding. Huhman writes:
“Online onboarding should be a priority, especially as the younger, tech-savvy generations enter the workforce. Moving beyond the traditional onboarding process will keep content fresh and give employees perks that in-person onboarding cannot.”
We couldn’t agree more, Heather. Onboarding should be about making the first day the best first day ever.
President of Element Three Tiffany Sauder offers practical leadership knowledge to instill in both new hires and current employees alike. For example, Sauder suggests employees plan out their daily goals the night before to avoid the inevitable distractions they’ll meet in the morning:
“Each and every day you come to work and let your inbox determine what’s going to get done that day, you are letting go of your goals. It is incredibly easy to get sidetracked by last minute interruptions, and work will always expand to fill the time available … Have a vision for the day. Know what you want to get accomplished that day before you come in.”
Thanks for the great advice, Tiffany! We’ll be taking it, starting now. Part of a great onboarding program is teaching your new hires how to best work within your organization. The sooner these sorts of expectations are set, the better!
Talent management expert Roberta Matuson shows HR pros the value in developing their new hire’s skills from day one, complete with tips like this:
“It’s important to manage your new talent early on. If they can handle the additional workload, continue to introduce new assignments that tap their skills. Be sure to regularly check in to maintain a reasonable balance of assignments and expectations.”
We like where this is headed!
HR thought leader Laurie Ruettimann discusses the importance of a new hire’s first day and how rushing the onboarding process can leave a bad first impression on a new employee. Here’s one of her tips I think we all wish our employers had thought of for our first days on the job:
“Day one does not have to start early, and it doesn’t have to be a Monday. Worried about getting them paid for the entire pay period? Pay them regardless and have them show up on Tuesday. Alternatively, start later but pay the new employee for the whole day.”
Don’t rush it! The benefits of a great onboarding program when it comes to retention, productivity, and engagement are darn near countless. You can’t really put that up against missing one 8-hour day when paychecks come around. Start your new hire on a day that works for them.
Tim Sackett, a man who needs no introduction in this industry, shares some personal experiences from his days working for Applebee’s and enlightens HR pros with practical tips for making a good first impression on new hires, like making sure they get face time with the leadership team:
“Being able to spend a little one-on-one time with your highest functional leader in your division, location, etc., can be huge your first day/week. Instantly, you feel like what you are bringing to the company and your position matter.”
You might need to sell this one internally, but we believe the results are worth it. Find some time (even a half hour) for your new hires to work alongside their managers, department leads, or executives. It will be worth it for both your newest employee and for the leader working with them. Teaching is the best lesson!
A version of this article originally appeared on the Click Boarding blog.
Christine Marino is the chief revenue officer at Click Boarding.