The Importance of Onboarding in Retaining Top Talent
The majority of us have felt jittery, anxious even, when preparing for the first day at new job. From deciding on what to wear, to wondering who you’ll meet, or even where your office or desk will be, or what to say when you get there. First impressions matter, we all know that. New employees want to become part of the team, most say yes to the job because they want a long term future there.
So, shouldn’t businesses be just as concerned about first impressions and retaining their workforce?
The answer is a simple but resounding YES.
Given the current climate in tech, where we’re experiencing a serious talent drought for how quickly tech companies are scaling or innovating, we encourage companies to go the extra mile to retain their best employees and new hires.
Investing time, energy and resources into a great onboarding experience pays off. Your employees, and their experience matter. Their a wider representation of your brand, they might become an integral part of your business’ success or maybe they’ll leave after only a few months – but when they leave it’s important they do so cordially, or even amicably because you never know who they might meet or what position they might hold in the future.
People are going to quit, and that’s okay. Everyones trying to find their place in this professional world. These people might recommend your business to their next workplace, or to a professional friend who might be looking for your exact offering. They might bring you opportunities you never thought of, so strategise a good employee engagement and retention strategy.
Your brand is far more than the immediate people you’re looking to sell to, it’s the people within your office as well. This makes it all the more important to ensure their onboarding, working and exit experience is a good one.
From The Get-Go
One way to help your new employees feel less anxious and more valued from the outset is to make sure all human resources–related paperwork has been completed before they arrive for their first day of work. That way, the employee can spend their first day focusing as much as possible on building new relationships, familiarising themselves with the company culture and developing a better understanding of the organisations mission, vision and values. Send any required forms to the new hire via a welcome email at least a week before they start so they can complete it at their leisure and include incidental information that might be helpful, such as where to park and what amenities are provided at the office.
Also, make sure that your new employee has a dedicated workspace that has been fully prepared before they come to the office on day one. Companies with a healthy work culture and satisfied employees cultivate an atmosphere of “work as a second home.”
Some companies provide their new employees with welcome kits containing items that are useful, informational or just plain fun.
From Day 1 Forward
Onboarding is a time when new employees subconsciously decide whether or not to engage with their new firm, and the advantages of having engaged employees have been well documented. A welcome lunch with a select, not overwhelming, group of team members is a good way to break the ice a bit. Obviously, your new hire will have procedures to learn, but their day one should be about giving them a warm reception and an instant community.
Another good way to facilitate connection is by recruiting the help of certain people to interact with the new employee from the outset.
Executives and other high-level employees should adopt the role of mentor and take time to engage in the onboarding process as well. Why? Such mentors can give the employee a bird’s-eye view of what long-term success in the company looks like and fill them with a sense of pride about being part of the organisations mission.
Injecting as much excitement and energy into the onboarding process as possible can be helpful. This can be easier to facilitate by onboarding several new employees at once.
Once you set the tone from the beginning, your employee is much more likely to be excited about working for your company and taking ownership over their role in your companies growth and long term vision.
From Onboarding to Opportunity
Although your commitment to your new hire’s career with your company begins with onboarding, it should definitely not end there. To retain the best talent, you must ensure that your employees know from the outset that they will always be able to learn new skills and step into new roles within the organization. Define a clear path for their career within your company, with their input too. Hold yearly pay reviews, where their salaries increase alongside your profit margins and growth.
Remember, keeping them happy will cost you less in the long run as they will continue feeling productive as they feel valued and appreciated. This will mean that achieving company goals and sustaining success will become a clear goal for them – because if you succeed, they do too.
Encourage your team members to develop new abilities that match their talents and interests, and show your appreciation for their drive to continue learning and improving. Also, allow them to work beyond departmental boundaries, as appropriate. When you give employees a little wiggle room to find their best fit in your organization, they will repay you with loyalty and a longer tenure.
This way, you’ll create a positive and meaningful experience within your walls, and if they do one day decide to leave they will be more likely to carry that positive outlook on your company with them as they climb up their professional ladder.
It’s good to acknowledge that todays new starter might be tomorrows decision-making client.
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