How to Boost Employee Retention Rates from Day One

The Payroll Company Employee Retention, Onboarding, Leadership, Training, Hiring

how-to-boost-employee-retention-rates-from-day-oneEvery new team member contributes to the success of the company in different ways. Adding fresh ideas, unique talents, and a zest for achieving the mission are just approaches that are beneficial to both parties. Great companies understand that the journey for new team members starts on their very first day. How you nurture this initial experience can significantly impact their tenure and loyalty to your organization.Guide-to-Proactively-Managing-Your-HR

Importance of a Positive First Day

First impressions are powerful, and the first day at a new job is no exception. In fact, 69% of new employees say they are more likely to stay with a company for three years or more if their onboarding process is good. New employees are usually nervous and unsure about what to expect in this new venture, so setting the stage for success is key.

For organizations, the onboarding process sets the tone for the new employee’s journey. This is HR’s opportunity to showcase the company's culture, values, and commitment to its success. Here’s what happens when employees have a positive onboarding experience:

1. Boost Retention Rates

Employees who feel welcomed and valued from the first day are more likely to stay engaged and committed to their roles.

2. Accelerated Productivity

A well-structured onboarding program equips new employees with the necessary knowledge and resources to excel in their roles at a faster pace. In fact, companies with a great onboarding process usually improve productivity rates by 70%.

3. Enhanced Company Reputation

Who doesn’t want to work for a company that is known for its commitment to a strong company culture? Employees who have exceptional onboarding experiences are more likely to share their positive experiences with friends and professional networks. That means your brand is boosted, and you attract and retain top talent.

Managers must also prepare themselves for the employee’s first day. That means scheduling the time to be attentive and available for the new employee. They should work with HR to determine what information the employee needs to know and the information they will receive.


Strategies for Creating an Exceptional Onboarding Experience

Knowing how to create the best onboarding experience for new employees is a must. Onboarding is no longer showing employees where they will work and the company’s expectations but invites them into your company culture while providing information, resources, and a sense of belonging. Here are a few key steps:

1. Prepare Ahead

New employees should receive a pre-arrival email warmly welcoming them to the company. If possible, they should have been introduced to their team before their start date. This email should be detailed, including all the essentials they need for the first day. Their workspace should be ready and equipped with the basics.

2. Personal Touch

Upon arrival, they should receive a warm greeting and personalized welcome package, making them feel valued and an immediate part of the team. They should have a schedule of what will take place throughout the day, all their login codes, where they go to get their badge, etc. Lunch should be scheduled for the employee and manager or the entire team.

3. Buddy System

A buddy or mentor should be assigned to help foster connections, learn more about the company, and provide guidance when needed. This demonstrates the company’s investment in the employee's success.

4. Comprehensive Orientation

This is where HR shines. The employee should be provided with a thorough overview of the company, values, team structure, objectives, and more. They should become acclimated to any employee programs offered, etc.TPC-Vision-A-clear-focus-on-HR-managed-solutions

5. Training and Growth

Offer well-structured training and resources for continuous development. Each employee should have an opportunity to create a development plan that identifies what they want to get out of the company and how they want their career to develop.

6. Social Integration

Plan team-building activities to build camaraderie. This gives the employee an opportunity to learn more about their teammates, build strong departments and provide a stronger foundation for the company. It also creates something to look forward to, finds leadership potential, and improves employee engagement and morale. Employees work better when they can communicate with each other.

Introducing the new employee to other team members across departments is also key. This helps the employee get familiar with the people they may be working with.

7. Regular Check-ins

Address concerns and seek feedback to improve the process. Employees want to know how they are doing on a consistent basis. Knowing how they are doing and where they can make improvements strengthens the employee’s abilities and helps the department. During the first month, check-ins should be at least twice a week. The second month, at least once a week, and the third month, at least twice a month at a minimum.

8. Celebrate Milestones

Acknowledge employees and their achievements from time to time. This helps boost motivation and demonstrates that their contributions are noticed. New employees notice when companies recognize their employees. This boosts confidence in their abilities and adds to job satisfaction.

9. Open Communication

It’s important to encourage open communication with employees to make them feel heard and valued. This also helps the company move forward as they listen, engage, and solve problems within the company. This helps employees feel vested, like they have some ownership in the company.

A positive onboarding experience lays the groundwork for a successful, productive, and long-term employee-employer relationship. Remember, the journey to lasting success begins with the warmth and enthusiasm with which you welcome your new team members on their first day.

At the end of the day, HR or the manager should check in with the employee and have a friendly conversation to see if they have additional questions or concerns. This will have them feeling confident about their role within the organization and helps them feel like they belong.Free human resources tools from The Payroll Company

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