What To Do During Your Employee’s First Week To Avoid Losing Them

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We all know how time consuming and tedious it can be to fill a vacant position within your company. It is more important than ever to engage them from day one to retain good, hard-working employees. “There is a direct correlation between effective onboarding and employee retention and engagement,” says Susan Vitale, Chief Marketing Officer for iCIMS. Therefore, the time spent before the first day should equal the time spent during the onboarding process of the first month he/she is employed with your company. Stat 3

If a new employee is going to quit due to not feeling engaged or challenged enough, chances are it will happen within the first six months. Studies show that when you lose an employee after the first year, it costs three times the employee’s salary to recruit, hire, and train someone else.

Bad onboarding costs companies lots of money and job turnover. 91% of first year employees are retained in companies that have a formal onboarding program versus those who don’t, who end up with only 50% retained employees. Below are four checkpoints to reach between the onboarding process and the employee’s first 90 days:

#1) Start Before the First Day

  • Try using forms that can be filled out electronically through a portal. (Employees can fill them out from the comfort of their own home.)
  • Get employees engaged by including a video about company culture.
  • Share performance & business objectives and have the employee get acclimated to the company so they don’t come in blind.

#2) Day One

  • Keep the 1st day simple.
  • Provide “survival” information such as; where to park, where to find the coffee, and where the restrooms are located.
  • Introduce them to other employees so they feel welcomed.
  • Teach the employee about what your company does and  how your company is different from the competition.

#3) The First Week

  • Don’t give too much information on his/her first day. Try stretching it out over their first week to avoid overwhelming the employee.
  • Walk through your companies strategic plans such as what your business objectives are for the year.
  • Make sure the employee understands who will play a role in their performance and who those key people are. A good example would be if they had a computer question, who would they call for IT.

#4) The First 90 Days

  • Ask candid questions about their job and their understanding of the job description.
  • Finally, create a 30-, 60-, 90-day plan. Break down the new hire’s overall objectives into sections during a formal sit-down meeting.

Following these steps, allows not only to make sure the employer and the employee are on the same page, but this allows the opportunity for the employee to provide feedback to their employer. From here, the employer may review their plan of action and how they manage going forward.

If you are interested in an online onboarding program, HR Strategies offers their own OnBoarding system that links with the Web Access system you already use. For more information on how the system works, please reach out to Kristen McFarland at kmcfarland@hr-strategies.com or 678-551-6426.


About HR Strategies

HR Strategies is a private human resource management firm created to enable small business owners to focus on their core competencies, rather than the tedium of running payroll, providing employee benefits, or the many other facets of human resource administration. We allow business owners to concentrate on their passion, without being distracted by countless human resource responsibilities.

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