“You believe your new employee will bring great value to your organization. You expect they will help to ease some of the workload and burden. Mostly, you hope they will deliver the results you reasonably want and need within the cultural norms of your organization.”
As a chamber professional, I’ve talked with many employers about their hiring (and firing) frustrations. Adding a new staff member, while exciting, can be scary, time-consuming and uncomfortable. You want someone who can show up on time, give their all each day and fit in with the rest of the team.
Once the perfect candidate comes along, how do you make sure they stick around?
According to Forbes, HR industry studies show that a great amount of staff turnover (possibly as high as 20 percent) can happen within the first 45 days of employment. (Side note: it costs between $3,000 and $18,000 to replace quitters.)
Make sure all your new employees are getting an intentional welcome and introduction to your company and the rest of your staff. By laying out clear expectations, providing your new hire with the organizational knowledge they need and ingraining them in your company’s culture, you can retain that amazing employee and set yourself up for long-term success.
Taking the time to develop an employee onboarding program may seem like a pain in the you-know-what, but it’s definitely less expensive than a constant turnover of employees that aren’t immediately welcomed, engaged and confident in their new role.
Need more information and strategies for hiring and onboarding? Check out Recruiting, Hiring, and Selecting Employees, Part 3: Hiring and Onboarding New Team Members, a short online course that could help you on your quest to becoming an onboarding rockstar!