The first few days on a new job are overwhelming.
Learning new names, faces, processes, and terminology on top of all the new responsibilities can make anyone feel tense. How you handle that initial period can make or break a new employee’s experience, which is why it’s so critical to engage new hires with the tangible and intangible resources needed to thrive in their new roles.
Our team at Integrity Staffing Solutions developed the “No New Hire Left Behind” program for just that reason. Specifically, we strive to use new hire onboarding as an opportunity to connect with and support new additions to your team and reduce attrition in the process. In short, it’s like conducting an “exit interview” way before it’s needed.
With “No New Hire Left Behind,” we try to mitigate stress and increase learning curves using daily check-ins with new hires through their first two weeks of employment. Our team connects with clients to formulate a list of relevant questions and talking points related to on-the-job tips and tricks, safety reminders, or difficulties experienced during the onboarding process.
The program’s value rests in its ability to uncover associates’ concerns and proactively address them. By proactively tackling issues, problems can be solved — sometimes before they even happen — and new hires will feel more like a part of the team with each daily interaction.
What are our three biggest takeaways from the program so far?
1. There’s value in walking around.
You don’t need to call an employee into an office to discuss a work-related activity. Simply walking around and talking with employees can be a less formal, and often more effective, way of engaging with your new associates. Think of it as managing while walking around, a time that lets you stroll the floor, so to speak, and conduct two-way conversations that make employees feel supported and valued.
You don’t want conversations on the floor to feel forced or like the employee is being surveyed. In keeping conversations authentic, you help employees stay engaged while gathering important information.
2. Learning should begin immediately.
How many of us have undertaken a project, failed, and then looked back on it wishing we had some form of extra intel early on? The “No New Hire Left Behind” program opens up the possibility for better, more comprehensive employee management strategies right from the start.
Instead of waiting for feedback at the end of an assignment or contract, start gathering feedback immediately. Engaging with employees will help them know what they are doing right and what they can improve on during the process. In doing this, you will also discover what’s working and not working in your training process. As a result, you’re continuously improving your onboarding experience, increasing learning curves, and reducing early attrition.
3. Don’t just be a sounding board.
Once you’ve gathered information, take action when necessary. Accountability and transparency are key to building trust with your new employees, so be sure to follow through on any takeaways, and always share the results of your actions with your new team members. Getting people to work for you is just the start; showing them that you’re there to help them succeed and grow into tenured members of your company will help build employer loyalty.
After all, when you advocate for your employees, you advocate for your business. Nowadays, with turnover happening at a greater pace, finding and retaining successful employees is crucial to success. Taking the time to listen to them can help curtail attrition, at least to some extent.
The “No New Hire Left Behind” program helped us better anticipate and address potential new hire issues. Acknowledging performance barriers as they pop up will help the machine run smoother, leading to happy workers and a happier business — and in the end, that should be everyone’s goal.
