Finally, after months of searching you’ve found just the right candidate and they’ve accepted the offer. Your work is finally finished, right? You can relax a little and so can the staff members who helped fill the void. After all, the point of searching for just the right person is to make things easier after they’re hired, right? Not quite, up to 20% of employee turnover happens in the first 45 days .
If you’d like your small business to stay on easy street and retain your new hire, why not help them along the way? Reading resumes, scheduling, interviewing, checking backgrounds, the cost -Do you really want to go through that again?
Taking the time to onboard your staff correctly can add big benefits to your small business and spare you the pain of hiring and firing. For example, companies with a standard onboarding process experience 50% greater new hire productivity, gain full proficiency from new hires up to 34% faster, and satisfaction amongst managers increases up to 20% when employees have formal onboarding.
Here are a few tips on how your small business can onboard like the pros:
Your new hire is going to need to know what to do, starting with a detailed job description will help them know exactly what they are accountable for and the expectations for their role. What better way to help your new recruit succeed?
However, just because they know what they should be doing, doesn’t mean they know the ins and outs of how your company wants it done. If your company has different policies, procedures, and processes than other companies, even a seasoned pro can flounder without a little guidance.
Try assigning a mentor with a similar job, or someone in your company who had the role. Make sure that you assign someone who likes to mentor. Not everyone is a “people person,” and assigning someone who “doesn’t like to be bothered” could make it uncomfortable for your new hire to ask questions, even if it’s not on purpose.
Having a go to person that is available for questions about how tasks should be performed will boost confidence and productivity. Employees are far more likely to want to stay in their jobs if they feel a sense of accomplishment.
Another leading factor in retention is work environment. Try facilitating solid working relationships by taking your staff to lunch or ordering in. Nothing brings people together like free food. It also creates a casual environment where employees can chat and get to know each other.
Getting the staff together to welcome a new hire is not only a great way to make them feel welcome, it’s an quick way for a new hire to get a feel for the company culture. When employees genuinely look forward to seeing their colleagues, they are far more likely to want to stay at their current company.
Additionally, establish a check in point during the first 30 days where you can provide feedback to your new employee. Choosing a day right off the bat will allow you an opportunity to give feedback early on without making your new employee feel like they’ve been called to the principal’s office. Clearly communicate both what they are doing well and where they can do better, so that the new hire continues to establish habits that will fit in well with your company and stops forming habits that won’t.
Last but not least, don’t forget the paperwork. Make sure that your new hire has a copy of the company handbook and signs an acknowledgement stating that they have received one. They’ll also need an I-9 form, W-4, state tax withholding forms, direct deposit forms, emergency contacts form, benefits information, and any other forms unique to your company.
These steps may seem a little time consuming but taking the time to structure your onboarding process can help your company be more productive, reduce turnover, and establish a more productive work environment.
Employers Advantage LLC designs employee onboarding strategies for small business. In some cases small business can also outsource their entire onboarding process to us.