Once an offer is made, the work isn’t over. In fact, it’s just beginning. How you onboard your new employee will have a big impact on their job satisfaction, loyalty to the company, and overall retention and turnover. It will also help to avoid mistakes and make new people feel more settled and productive from the start.
It’s why having a strong onboarding program is key to retention success and the growth and performance of your company over time. Without one, you could be facing the following, according to statistics:
- Within about six months, one-third of new employees are actively seeking a new job.
- It costs approximately 20% of that employee’s salary just to replace them.
- When it comes to the total cost of losing a new employee, it adds up to anywhere from 100% to 300% of the employee’s salary.
With those numbers in mind, how can you effectively onboard new employees, so they remain a part of the team rather than jump ship?
Start before their first day.
Onboarding shouldn’t begin on the first day of work. It should start at soon as they accept the offer through regular communications and checking in. Also let them know what to expect on the first day, what to bring with them, and that you’re always available to answer questions.
Be there to greet them.
Make sure you’re on-site that day and ready to greet your new employee. They’ll feel more comfortable and welcomed as a result.
Have their office space up and running.
Don’t let them spend their first day trying to set up their email or phone system. Instead, have everything done, so their office or workspace is ready on their first day. You can even place a welcome basket on their workstation with a gift certificate to a local restaurant for lunch, as well as company-branded items, like a coffee mug and pens.
Introduce them around.
Make sure they’re introduced to everyone in their department, as well as key stakeholders within the company. This will help to initiate new relationships and also make them feel like a part of the team.
Communicate to them from the get-go about expectations and goals. Make sure they know what they should be doing and when. Also, check-in daily with them for the first few weeks to see if they have any questions or concerns.
Pair them with a buddy.
This can be a go-to person for regular questions, from where the copier is to how to perform a certain task. The buddy should be a senior-level employee who has the patience and ability to train a new employee.
Once you invest more time and effort into your onboarding process, you’ll reap the benefits in the form of lower turnover and better retention rates. You’ll also make that new employee feel right at home, from the start.
Need more help adding to your team and onboarding new employees?
As one of Houston’s leading staffing agencies, Murray Resources is here for you. We have over 30 years of experience helping companies overcome staffing obstacles, from sourcing and recruiting to training and onboarding. Simply contact us today so we can help you, too