For every business, organizational changes are inevitable (even more so in the midst of a pandemic such as COVID-19). As employees become accustomed to the environment and growth pace of the company, processes, and technology, they become comfortable with their day-to-day experiences. For new hires, organizational shifts and task management provide an exceptional opportunity for them to learn and develop skills. Some may be highly motivated by change, while others may find it harder to adjust and adapt to a new ecosystem. This could lead them to leave the company, adding to an organization’s bottom-line costs as it needs to hire and train replacements.
Prior to the pandemic, approximately 3 million Americans voluntarily quit their job every month due to a poor onboarding experience (U.S. Bureau of Labor Statistics, 2019). There are psychological reasons people tend to hesitate to adjust and adapt to a new place and people. One is that they may be shifting from an academic lifestyle (college/university) to a professional one that demands an elaborative groomed personality. Another reason is that many people have a real and reliable preference for things that have been around for longer or extended periods.
There are many guides to an onboarding plan for recruits out there as it is human nature to feel uncomfortable around new people in a new environment. That is a reality we all have been through. However, business leaders can make this easier for new hires with a welcoming strategy and efficient training that gets them excited and motivated about their new role within the organization. Here are seven tips and tricks for employers to train newly hired talent:
1. Develop a complete onboarding orientation.
The first few weeks of a new hire are critical because it is the time to build personal investment and set expectations for both the employee and organization. Some 20 percent of new hires are unlikely to recommend an employer to a friend or family member after a bad onboarding experience (Digitate, 2018). Thus, it is better to do things right from the start to reap better rewards in terms of developing an employee as an asset. Providing a fantastic onboarding experience can help ensure your new hire doesn’t flounder or leave.
2. Elaborate the company’s mission, vision, and policies.
An organization’s mission and vision needs to be measurable, meaningful, and memorable. They are objectives to which organization-wide employees’ efforts are aligned. To achieve targeted goals and success, organizations have to define and communicate the objectives clearly to the new hire.
Once the key objectives are determined, the next step is to detail the company’s policies to build ownership and accountability for the workplace in a digestible way. Also, managers have to ensure that every new employee fully understands what is required to achieve the goals effectively.
It is essential for employees to understand the ways in which a company operates. This helps new hires to plan their daily activities to achieve their goals for career growth. In this situation, managers play a critical role in connecting employees with all points of discussion as per the company’s expectations. It helps to mutually align company priorities with individual goals and vice versa.
3. Clearly communicate team and management roles.
To make the organization a better place, it is essential to foster a culture of open communication and personal statement service among team and management. Instead of creating an environment of passive feedback from top-level management, it is better to cultivate a system in which employees are encouraged to give and receive feedback regularly.
Organizations with a strong onboarding communication process improve new hire retention by 82 percent and productivity by more than 70 percent (Glassdoor, 2015). Encourage new talent to create an open feedback loop as they are the ones seeing your company from a fresh eye. With this, you can create an opportunity for employees to have a better understanding of their roles. Also, they will feel comfortable coming to their respective managers for further clarification. When employees aren’t afraid to communicate, the strengthen their accountability, which leads to increased results.
4. Engage them in a mentorship program.
Creators of Drive Jacket wisely said: “You can spend 100 hours in front of a whiteboard trying to figure out what your employees want, or you can go spend an hour with them and find out the truth.” Thus, providing your newly hired talent with an opportunity to learn through a mentorship program can serve as a game-changer in their professional development. More than 50 percent of companies with onboarding programs reported higher employee engagement(SHRM, 2017). This also gives you an idea of how they see your company’s mission and vision. Giving them access to acquire knowledge is the best way to make them a valuable asset.
5. Conduct weekly probationary follow-ups.
Despite proposed techniques for training on diversity in the workplace, it is better to provide your new hires with actionable directions right from the beginning. Let them identify easy-to-reach goals to reap immediate success for follow-ups. Additionally, they will be re-energized about their decision to join your team. Guide them with weekly follow-ups and introduce them to people who can facilitate them along the way. Sit with them and make a clear plan for a win-win deal for both employee and organization.
6. Do monthly feedback reviews.
Set aside an hour every month do a combined analysis of performance with your new hire. It helps to make employees feel engaged and connected. It is an ideal way to keep employees aware of their potential opportunities, challenges, and frustrations. Don’t look at these 60 minutes as a burden on your schedule, because they can transform the likelihood of your new hire’s successful growth and contribution to your organization.
7. Measure them against key performance indicators (KPIs).
Managers are responsible for reinforcing and communicating individual and organizational goals with required performance parameters to employees. Keeping track of assigned KPIs (key performance indicators) can give a clear perspective of how and where a company takes a new hire. Also, it ensures that an organization is set to utilize all channels to track employee progress, and that employees clearly understand individual roles in achieving the company’s objectives together.
It is the manager’s duty to make feel new hires comfortable in the company’s environment. To achieve the organization’s objectives effectively, it is essential to create practical dynamics. Inspire a high level of accountability, build positive feedback loops, and monitor the progress toward hitting dedicated KPI benchmarks. They will help your new hires feel valued at work and understand the significant impact of their work. By aligning tasks, encouraging communication, and fostering a sense of teamwork, you can drive success as a manager for both your new hires and the organization.
Liza Brooke is qualified in HR. She is an avid writer and owns a blog named Writing Ocean. Currently, Brooke is working as assistant manager for research and development at Crowd Writer, an exclusive assignment writing service provider in the UK.