You’ve hired a great person to fit the job description … now what?
A recent study showed that only 40% of new hires are still engaged after 6 months on the job and they’re probably looking for a new job.
To prevent this from happening, the next most important thing to do is make sure there’s a plan before the person starts. Some of these things may sound elementary – but many times the basics are overlooked. And a dream employee can turn into a nightmare for everyone.
Phones and Systems
Is their work station ready? Do they have the equipment they need to do the job? Phones, computers, pass codes, keys? Sound silly? Maybe – but when a person starts a new job, they’re anxious to do well and the simplest things, like not being able to make a call or use the computer can be irritating and leave a bad impression.
Do you have a training plan in place so the person can learn the job and start feeling productive? Make sure that the people providing the training are not only competent, but can actually train others. Training is more than showing people what to do and having them observe. Training includes the “who, what, where, when and why” of the job and tasks… not just the how. Training includes hands on practice, coaching and monitoring and review… and don’t forget acknowledgement for good work and learning!
Successful onboarding is more than the transactional aspects of getting a new hire productive. Many new employees become disengaged because of inadequate interaction with peers or their new boss. How have you welcomed them and introduced them to the team and colleagues? Are there people in other departments they need to know to do their jobs successfully?
Other team members are vital to onboarding success. Are other employees ready for this new person to start? Do they know how the new person’s job fits or is different from theirs or contributes to the overall goals?
If current employees interviewed for this position and were not selected, be sure you communicate clearly with them why they weren’t selected and what they can do to be seriously considered next time, before the person starts .
It’s important for a manager to have regular and frequent communication with a new hire during the first 3 -6 months on the job to monitor progress, provide assistance and coaching and to remove barriers to success. By setting expectations, providing training and support and timely feedback, you’ll have a greater likelihood of employee engagement, job satisfaction and quality work.
By following these simple steps, you can save yourself and your team a lot of time, money and stress and get a good ROI on your investment in people.
Marty Stanley is a former HR executive, national speaker and consultant on organizational change. If you’re interested in getting a better return on your investment through your human resource policies and practices, call or contact Marty today. 816-695-5453 or firstname.lastname@example.org