Hiring is hard. Onboarding, coaching and retaining talent, is even harder.
Many organizations are sending out an S.O.S. for help sourcing and retaining excellent talent. Employee turnover is expensive. According to SHRM, it costs 1.5 times a person’s salary to lose them.
Set Expectations Early & Often
Your most important asset is your people. It is critical to onboard employees effectively and have a plan in place to help them fulfil their potential and achieve their goals. You spend a lot of time and effort finding the right employees, so start them off strong.
“If you fail to plan, you are planning to fail.”
That certainly holds true with new hires. Having a plan in place, before the start date, will help new employees start strong.
- Check-in Frequently. Do they have any questions before their start date? Consider sending a quick ‘We are thrilled to welcome you to our company’ gift or note. Outline tips for parking, dress code, start time, documents to bring, etc. to help them know what to expect on day one.
- Prepare Onboard Plan. Have a plan prepared for the first day, week, month as well as ongoing training. Assign a coach. Schedule meetings with executive team, department leaders and colleagues to introduce them and make them feel valued.
- Create a New Hire Checklist. Onboarding will go smoothly with a detailed checklist, covering everything from a clean workspace, to computer/technology set-up, to various policy and benefits forms. Don’t scramble to figure things out after they started because that is disorganized and sloppy.
- Take them out to a welcome lunch with a few colleagues.
- Give them a tour of the office, break areas, restrooms, quiet rooms, etc.
- Help them with policy forms, I-9 documentation and benefits information.
Ongoing Onboarding and Professional Development
- Deliver in the first week a review of company policies, history, organizational structure, employee handbook, benefits package, professional development opportunities, etc. so your new hire feels warmly embraced and excited to be part of the team.
- Have HR check in with the new employee periodically for the first six months to show them you care.
- Make yourself available as HR
- Follow up with the employee and their manager to check on their ongoing professional development.
By taking the time to plan for a stronger and more effective new hire onboarding process you can convert the S.O.S. message to ‘Start Off Strong’ and retain your valuable employees!
What’s working for you and your company? Are you using iSolved to its full potential? Send me a quick note, firstname.lastname@example.org, and let me know what’s working, or not working for you. As a reminder, Payroll Network’s HR Advisor service provides you with an HR expert at a fraction of the cost of a full-time employee. It’s like hiring a part-time HR professional who also happens to be an expert on the iSolved platform.
I look forward to hearing from you.