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And that’s where “onboarding” can come in. While most employees are eager to make a good first impression, it’s a two-way street; in other words, the first few days on the job can set the tone for those to follow and make sure that your coveted employees doesn’t defect.
The possibility is real: One survey found that a whopping one-third of employees quit within the first six months of starting a job. Here are five tips for helping your new employees start off on the right foot, increasing the chance they will stay.
- Begin communication even before the first day.
The interim period from when you offered the job to when they start is a key time to continue to communicate your interest. A few emails once you’ve made the offer will assure them you are delighted to have them join you – and ideally prevent them from accepting another offer since you can never be sure who else they have been talking to. You might consider introducing them to various team members or start CCing them on internal documents. Reinforce that you don’t expect them to do anything until they show up; you just want them to know that they are part of the team.
And then allay their first day jitters and the awkwardness they may feel not knowing where or when to show up. The night before they start, send them a message that gives them all the details they need for a smooth first day – from dress code norms to what time to come in to where they should park to who will be waiting to meet them and show them around.
- Have them complete their paperwork at home.
Most new employees start the first day sitting in a room by themselves filling out paperwork and reading about benefits. While this is crucial information, it’s smart to send these documents to them before they start. Then they can copy down their Social Security, driver’s license and other numbers in the comfort of their own home. Having their benefits information in advance also gives them ample time to carefully consider their choices. Make sure to include information on health, dental, disability, 401 (k) and any other programs you offer so they can read it at their leisure.
- Introduce them to a work buddy.
Being the new kid on the block means you’re often not sure where the copy machine is, how to replace the toner in the printer or how early people typically arrive for a staff meeting. New employees can be hesitant to bug colleagues with what might seem to be “silly” questions, but the sooner they understand the norms of the office, the more at ease they will feel as part of the team. Find a friendly veteran who is willing to answer these questions to help them settle in faster.
- Schedule an appointment with the HR team.
Once they’ve had the chance to read over all the benefits information, schedule a short meeting where they can come in and get all their questions answered. New employees might be reticent to reach out and ask details on the disability benefits or the procedure for asking for vacation days or how to get their commuting costs reimbursed. By setting aside time for them to chat with a knowledgeable representative, they will feel more comfortable availing themselves of the benefits you offer.
- Look at a robust onboarding program as an investment in better performance.
While training might seem to take time away from your team’s day-to-day output, remember that investing adequate time upfront to thoroughly explain your company’s procedures and answer questions is ultimately going to yield better results.
When you successfully onboard an employee, you’ll be sure they understand your policies and procedures and feel confident they are contributing from the start. And a confident employee is one who is going to work harder – and stick around.
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