Supporting new staff
Kelly Services, as a global leader in staffing and Human Capital issues, is acutely aware of two strong realities in the marketplace today:
- Employee loyalty is becoming more and more obscure; and
- Companies are increasingly vulnerable to the high cost of employee turnover.
Rather than look at such issues from the sidelines, Kelly is proactive in helping employers find a way through these pressures.
The latest Kelly Intelligence Report analyses on-boarding programs for helping employers enhance retention and cut costs. But this is no airy-fairy theory. It is an employer-friendly analysis that contains six practical strategies for improving employee retention through effective on-boarding programs.
The Intelligence Report highlights that today’s new workforce is changing. For employers, understanding the needs of employees is the first step to connecting with them and keeping them satisfied on the job.
Within the next few years some 70% of workers will be from Gen X and Gen Y. But with Baby Boomers moving out, there will be large gaps between supply and demand. Recruiting the people you want, will get more and more difficult. Obviously, the need to retain people will become even more important. Thus the need for on-boarding that works. |
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What was once known as “new employee orientation” has evolved into a new concept called “on-boarding.” More than just a fresh HR buzzword, on-boarding is a comprehensive process of integrating new employees. After the selection process, on-boarding is probably the single most critical step to ensuring employee retention over the longer-term.
Of course, there is no magical formula that can totally eliminate all unwanted departures, however, a commitment to carefully planned on-boarding can have a marked impact.
The most effective on-boarding programs include six essential elements.
1. Make it hands-on and face-to-face
On-boarding processes that incorporate human interaction enhance effectiveness, satisfaction and retention—and help companies realise a valuable return on investment. Preferably a manager or supervisor should personally help new employees understand what’s expected of them, and where and how they fit into the big picture.
2. Invest in on-boarding technologies
The right software tools can accelerate employee orientation, and help get new people into productive activity sooner rather than later. Appropriate software ensures all details are co-ordinated including the “first day” schedule, system set-ups, email correspondence, benefits, and training.
3. Position managers in key on-boarding roles
In the best organisations, there are managers who have responsibility for ensuring that smooth employee orientation takes place. To get the new hires off to a productive, positive start, clear expectations should be set out. Plus, new people need to know exactly what to expect from managers.
4. Assign a mentor
The immediate appointment of an existing employee as a mentor, can be an excellent practical move in helping recruits become comfortable in the new work environment. Creating such a relationship promotes loyalty, and increased productivity, as new people feel wanted and appreciated.
5. Make it last
For effective on-boarding, it is essential to keep the lines of communication open with new employees. Regular meetings where they receive feedback are important. And it is worth introducing new employees to the work done by other departments to give them a sense of how they fit into the organisation.
6. Establish reachable goals
Achievable goals are an effective method for helping new employees feel productive and fulfilled on the job. Employees want to contribute in their new workplace. To get them up and running without delay, employers should set real work that can be completed within the first few weeks. This approach gives new employees a sense that they are valuable and necessary members of the team.
Obtain a full a full copy of this free report here
