January 2008 - EMPLOYEE RETENTION
The cost of a wrong hire is expensive.
The loss of a good employee can be devastating to morale, production andultimately the bottom line.
Retention efforts begin with the offer. The process of ‘getting to know you,getting to know all about you,’should begin with each new employee the day they’re hired.
The line from the old song doesn’t mean you ask intrusive questions about family or friends, or continually put them on the spot about going out with the group after work or asking them why they don’t participate in company events. Be aware of the perception that attendance carries weight for future promotion. In the current workplace environment.
It means you make sure that on their first day you introduce them to everyone you can.
One successful company I work with sends out a Welcome to the Team email introducing the new hire to the entire company. Another company ties balloons to the new hire’s cubicle with a sign that has their name posted.
Arrange to be available their first day to either take them out to lunch or treat the entire department to Chinese take out or pizza.
Make sure the new hire’s access items are coded and working.
Depending on the size of your company give them a floor plan or a tour indicating bathrooms, lunchroom, mailroom, HR, your office and exits.
Make sure you have a work station prepared. Make sure their equipment is functioning properly. It’s common for the ‘new guy’ to get the gimpy stapler but don’t ask for quality results using faulty equipment. Do make new hires aware of company social functions but don’t insist they attend.
Make only the appropriate personnel aware if the new hire has a medical condition that could flare up.
If the new hire indicates they have school age children who ‘check in’ when they arrive home, let the receptionist know in case the new hire is unavailable and the child is hesitant to explain a concern. One HR director told a story about a parent whose child called and asked, “May I please speak to my mom, she’s new.” The child must have realized how that sounded And quickly added, “Well, not a new mom, I’ve known her all my life.” HR asked the new hire’s permission and included the anecdote in the company newsletter.
Use common sense, common courtesy and common ground to welcome your new hire.
All things being equal there is a 17% higher retention rate with individuals who experienced friendly, genuine encounters with co-workers and superiors in the first days of their employment.
A handshake needs to go well beyond the wrist to promote retention and loyalty. The Boy Scout handshake is with the left hand because that is the hand closest to the heart. A little heart at the start could be what means the most and makes the difference when employees experience the natural ebb and flow of workplace issues and challenges.
December 2007
- Tis the Season……To be Hiring!
Prevailing logic dictates that no one looks for a job between Thanksgiving and Christmas and that no company hires and starts anyone during that time.
Prevailing logic is out of sync with current needs. Companies who make an effort to advertise for employees during this time frame stand to garner eager, sincere applicants.
Candidates answering ads now will jump ahead of those waiting for the right psychological moment in the New Year.
Make your company attractive.
The first contact an applicant has with your company, the ad they answer, is when to begin employee retention. Mention at least one unique aspect of your business. Voted one of the best small businesses to work for? Do you offer a generous savings plan? Is there a day care on the premises?
Make your ad informative.
Give enough salient points to make your criteria clear. Avoid broad terms in an attempt to cast a wide net. Why burden yourself or staff with the overwhelming task of qualifying responders.
Make your ad specific.
Avoid vague requirements indicating that skills or criteria are “nice but not necessary” or “a plus”. Know what skill and what level of expertise you will accept and state that clearly.
Starting new personnel before the end of the year gives newcomers a sense of belonging and they step into the New Year ahead of the curve with shared history and current job knowledge.
Happy Holidays……Happy Hiring!
