3 essential tips for staff retention

Turn your new starter into a valued long serving member of the company

 

New employees will often have preconceived notions of their new job role. The excitement surrounding ideals of their new career can sometimes be in contrast to the particular realities the role demands. 

Combined with these initial rose-tinted views many companies are not always adequately prepared to welcome a new employee and provide a calm, organised experience in which; the employee has been thoroughly briefed on the location with which to arrive, complete with parking and public transport information, reception staff are aware of the new hire and greet them appropriately, a co-worker is awaiting their arrival, computer and phone systems are prepared, training is timetabled and presented and the initial expectations of the new starter are set to a high standard reflecting the company as a whole.

Many organisations are successful in creating the right impression from the very beginning from; the company website, to the selection process and finally the first day information. This builds expectation and excitement for the new hire, however our three essential tips are to continue the momentum, focus on the details and turn your new starter into a valued long serving member of the company. 

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Tip 1 - Practical Points

Communication is key for your new starter to feel like a valued member of the team the moment they enter the premises from the practical points- 

  • Arrival/parking 
  • Greeting 
  • Computer and phone access 
  • ID badge 
  • Toilet facilities 

Although straightforward many companies fall short of the practical points due to confusion and lack of communication, an organisation has only one chance to make a good first impression. 

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Tip 2 - What to expect 

A new starter can be put back by a busy office environment; there is much to learn from systems and procedures to general daily office expectations. How are you going to equip your new starter with the knowledge to achieve the very best performance from day one? 

What expectations have you provided for your new starter, do they understand the targets and goals for their period of probation to become fully operational in the shortest amount of time?

The best way to address this is to build a process for the new starter, consider the differing information needed for individual roles and sectors with your company, it stands to reason that a new employee within a marketing department would need an altered process to that of a senior policy marker, therefore it is important to devise a process for each department or role. 

Think carefully about; 

  • The job role – the persona you are looking for. 
  • A day in the life - give your new starter an example of the daily life and routines of a colleague in a similar job role.
  • People finder – details of where to find colleagues and outside agencies pertinent to the job role.  
  • Glossary - think of the system and general terminology that is used within the department.
  • Fun Facts – light-hearted items that often get forgotten when organising and settling a new starter into the role. 
  • Information Spots- any relevant information and where to ask for help. 

By compiling this valuable list you are giving your new starter the knowledge and confidence to acclimatise quickly into your company. 

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Tip 3 - A warm welcome

A common mistake in those very early days is to bombard your new starter with endless information about the job role, information that generally gets lost with first day nerves.

The most important tip is to not forget the fun, someone new is coming to share the workload, bring new ideas, opportunities and experiences. They will be nervous and most probably feel completely clueless, so make sure you take the time and effort to make your new hire feel at ease and welcomed. Giving a personal welcome video is a great way to do this. Just thirty seconds could be long enough to make your new starter feel calm and comfortable. Add other personal touches; if you wanted to go the extra mile, why not set up a work space, complete with a card, name plaque or pen.

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What now?

After reading this blog you should:

  • Ensure your new starter processes are in place.
  • Use the checklist to analyse your job roles.
  • Create a unique and personal experience for each job role.

 

Good luck implementing these tips!

 

Want to know more or need support? Help is on hand, contact us by email: ericjan.pouw@appical.nl