Once I researched the Company, their leadership and reputation, I then reflected on the direction I wanted to go and their offer.
I decided to give them a try.
Shortly after I excitedly made the decision, I started to doubt it.
"Did I make the right decision? Is this really a good fit? Will they be able to deliver on what they promised?"
As my doubt started to grow, one of my contacts from the Company reached out to ask if I had any questions. Then, a stream of emails came - detailing what to expect, resources, timelines and next steps.
One of the leaders sent a nice email note of welcome and congratulations.
With all of that 'welcoming' my doubts faded and I felt excited!.
As I started to do the work - doubt and worry crept in, again. This product was something new. I didn't understand all of the terms they were using and the processes were different. My worry and doubt quickly moved to calm confidence because from Day One they outlined a training process for me. Plus, they provided an online community with a "help and be helped" vibe as a resource for questions. Mentors were readily available for live one-to-one support, as needed.
They reduced my fear, helped me understand the culture and the product and made sure I was productive quickly. While they're a vendor, not a new employer, they model PERFECTLY what it takes to get someone to stay with you, especially your new hires.
With unemployment low, the cost of turnover high and almost a quarter of organizations with NO on boarding/new hire process to help newly hired employees acclimate,
there has never been a more important time then NOW to take the time to properly welcome them so that they stay with you.
Alarming facts on new hire turnover:
- 67% are thinking about leaving on their first day.
- 25% will leave in the first 45 Days.
- If they don’t leave in the first 45 days, they tend to leave before their first anniversary.
- 86% decide to stay or leave within their first 6 months.
- A solid on boarding experience is tied to 50% greater new hire retention.
THREE THINGS YOU HAVE TO DO: Your on boarding process does not have to be fancy, but it does have to do these three things, (It's exactly what my favorite Vendor did for me.) Think back to ANY new job or experience you've had and the places you left quickly did not do a good job in one or all of these focus areas.
You must:
- Reduce fear.
- Increase their understanding of the company and the job.
- Give them everything they need to be productive quickly.
Since, getting new hires to stay is as important as it has ever been, here are two
new podcasts for tips and resources:
- # 44 - Getting New Hires to Stay - Reduce Turnover & Increase Motivation in the Workplace - 32 Ideas, Tools and Tips
- # 45 - MORE - Getting New Hires to Stay: An Interview with HR Executive Judy Simmons, PHR (with Architectural Firm Cooper Carry)
Contact me to learn more about and to try a
complimentary New Hire Coaching Report. Managers and new employees can begin using this tool right away to learn how to work together effectively. It also provides immediate demonstration of your commitment to employee growth and development. This is an easy, cost effective way to keep new hires engaged.
I'll close with five key questions you must ask and answer, during the hiring process and as you bring on new hires:
“Are they going to be happy?
Are they going to be productive?
Will they want to stay?
Will they own their job?
Will they contribute their talent generously?”
Dr. Robert S. Hartman
If you hire for
job fit and then, as they start - reduce their fear, increase their understanding and help them be productive quickly, they WILL want to stay!
