Retention doesn’t start on Day One.
It starts with how you recruit, how you welcome, and how you make people feel from the very beginning.
In my
Banish Organizational Burnout talks, I often say:
Burnout is not a people problem. It’s an organizational problem and happens when people feel disengaged, unsupported, and overwhelmed.
Retention and burnout prevention both hinge on one key principle: Your people need to feel like they matter.
That starts the moment you post a job and the way you communicate with and stay in touch with candidates. I wrote about that in detail last week.
Once they’re hired, onboarding is a key tool in the retention equation.
Onboarding Is a Retention Tool
How do you structure your onboarding? Do you bring new hires into the HR conference room and show them a video about the company and have them sign papers, choosing their basic benefits and then send them on their way?
Did you know that new hires with strong onboarding are 70% more productive.
What are some keys to a successful onboarding experience?
First of all, onboarding is not a one-day meeting. According to BambooHR it takes 44 days to solidify a new hire’s first impression of a company and to influence them to stay long-term.
Here are some tips to anchor a successful onboarding experience:
- Assign a mentor or buddy who shows them the ropes, spends time with them, & helps them understand some of the keys to success at your company.
- Plan a team lunch so that the new hire can get to know the team and vice versa.
- Set up a training schedule or simply an orientation plan so the new person can get to know some key contacts throughout the organization.
- If your company offers ERG groups, encourage the new team member to visit the one that might be a fit.
- As a manager, set clear expectations about the role and performance and at the same time learn more about their strengths and talents. Create a 30-60-90 day success plan.
- Weekly 1-on-1 check-ins are critical. Ensure they have all the necessary information and resources to be their best at work.
- If you have a wellness program or other special perks, like Toastmasters, provide the link or source of information.
The best boss I ever had, Frank, took care of all my needs. During onboarding he made sure that I had everything I needed, including formal training, a mentor, and suggestions for resources that would make me more successful. To be honest, this job was a bit of a reach. So Frank did everything in his power at the beginning to ensure my success.
Recruit to Retain: The Bottom LineRetention isn’t about perks and ping-pong tables. It’s about people.
When you:
- Set clear expectations
- Communicate often
- Foster real relationships
- And treat people like they matter
…you don’t just keep employees. You build a culture no one wants to leave.
What’s one thing your organization is doing right to retain your best people?If you are seeking a dynamic, fun & powerful keynote, learn more at: https://www.JaniceLitvin.com/Speaking.