Tackling employee turnover
Employee turnover continues to be one of the biggest concerns for HR professionals to date. The bustling job market is wonderful for job seekers and employees looking to make a career change, but it’s not always so wonderful for HR talent management. Deloitte’s 2015 Human Capital Trends Report shares the top three areas leaders are struggling with:
- Culture and Engagement
- Leadership
- Learning and Development
So, what can HR leaders do to get a head start on developing these crucial elements and ultimately, retain new hires before they jump ship?
Simple! We’ve found 5 articles that outline the impact leaders have on new hire retention and how to improve the impression your company makes during new hire onboarding. Don’t forget to take notes!
1. Why Everyone Hates Onboarding (and How to Make Everyone Love it)
Heather R. Huhman, founder of Come Recommended, sheds light on the indifference leaders of the past have placed on new hire onboarding and touches on what HR pros today can do to break out of that mindset and improve new hire retention
“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.
Read about the Benefits of Paperless New Hire Onboarding
2. Dear New Employee: Do This, Not That.
President of Element Three, Tiffany Sauder, offers practical leadership tips to instill in new hires and current employees alike. For example, Sauder suggests employees plan out their daily goals the night before work to avoid the inevitable distractions we 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 sort of expectations are set, the better!
3. Retain New Employees By Tapping Their Job Skills
Talent management expert, Roberta Matuson, invites HR pros to see the values in developing your 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…
4. Improve Onboarding and New Hire Retention
Laurie Ruettimann discusses the importance of a new hire’s first day and how rushing the onboarding process can hinder a good first impression. Here’s one of her tips I think we all wish our employers had thought for our first day 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.
Read about Easy Onboarding Techniques for Dummies
5. 5 Ways to Make the Best Impression During Onboarding
Tim Sackett shares some personal experiences from his days working for Applebee’s and enlightens HR pros with practical tips for making a good first impression with new hires, like getting 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.”
This is one you might need to sell internally, but we believe the results are worth it. Find some time (even a half hour) for your new hires to work alongside their manager, department lead or executive. It will be worth it for your newest employee and for the leader. Teaching is the best lesson!
