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Invest the time into your new employee

As 834 continues to grow (along with my anxiety), we naturally add more employees. Our culture is a unique one, or so I have heard, and integrating a new employee takes time, patience and resources.

A study by the Society for Human Resource Management (SHRM) states that on average, companies lose 17% of their new hires during the first three months. When you think about the investment that goes into a new employee in terms of technology, benefits, space and more; this is a really scary statistic.

The key to success is the onboarding and training process. An article by the Harvard Business Review suggests that companies extend training to a year versus just a few months. A year! Can you imagine? I’m lucky if something can hold my attention for 5 minutes.

Here are a few tips that come from individuals way smarter than me:

  1. Be clear on expectations. When an employee starts, ensure they understand their job description. If they are unsure of responsibilities they can’t meet your expectations and it will leave everyone frustrated.
  2. Set training objectives. A 2007 study from the Wynhurst Group found that newly hired employees are 58 percent more likely to still be at the company three years later if they had completed a structured onboarding process. Determine timeframe of training along with content. What does your new hire need to know about culture and work environment? How will their performance be measured? Investing the time in creating a solid onboarding process upfront will save you time and money in the long run.
  3. First day. First days are nerve wracking. What can you do to offset this? Be sure to have passwords, laptops and a space set up for the new employee. There is nothing worse than joining a new company and feeling as if your presence is a hassle. Set objectives, define expectations and make them feel welcome!
  4. Check in regularly. Be available and listen. Set up a one-month check-in to make sure they are comfortable and engaged. Review their work and give thoughtful feedback. This should go on up to 6 months, SHRM recommends a year.
  5. Be empathetic. Okay, so I added this one. Do you remember when you started a new job? You were excited, scared and nervous. How can you ease the transition? How do you make a new employee feel at home? These are all questions you need to ask yourself before the employee starts. Share their excitement!

Onboarding is hard and not the most fun, but it is also incredibly important. What tips do you have for companies onboarding a new employee?

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Hi, I'm Kim!
Writer of musings.

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