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5 Reasons You Should Survey Your Staff Now (before it’s too late)
5 Reasons You Should Survey Your Staff Now (before it’s too late) The last 13 months have brought incredible change to the way we live and work. The...
What do you do when the new employee you were so positive about just isn’t making it?
There are seven likely reasons why. Don’t be surprised at how each reason, below, points to a solution, a strategy to help unlock a new hire’s true potential, increased productivity and growing effectiveness on your team.
That clear sense of feeling appreciated is part of a well-thought-out onboarding plan. As the saying goes, "You only have one chance to make a good first impression." Joni and Friends puts this wisdom to work for each new employee, beginning on that first morning, when the new hire is warmly greeted at the front door by his or her supervisor. A personal welcome, one-to-one visit, and coffee with the president translate to an immediate sense of belonging and team fit.
Every workday is an opportunity for any manager to make a new hire feel affirmed and appreciated. As Cate Givens, VP for Human Resource Services Joni and Friends, notes, “Strategic, effective onboarding means every new hire can catch the very heart and essence of our culture from the first day forward. These fresh faces will one day be the ones meeting with new employees, doing their part to help make the organization a great workplace for years to come.” How well is your organization doing this?
On the first day, it’s important to nail the details!
According to BambooHR, up to 20% of employee turnover occurs within the first 45 days of employment. You can turn this reality check into an opportunity by reminding your new-hires that their onboarding process involves not only their first day and first week but the first six months.
While paperwork plays an integral role in onboarding, new-hire orientation is more about socialization and acculturation, which takes place over several weeks or months after hire.
Consider:
It doesn’t hurt to re-examine the skill-match of the job to the new employee's gifts and talents, competencies, experience, and spiritual gifts. Give your talent needed latitude that can free the person to contribute his or her ideas, thoughts and style. The more they feel trusted and valued, the more they’re likely to excel and stay in their job. The most effective question you can ever ask a new hire is this: “What’s one thing that’s been life-giving for you at work?” Your willingness to care and to listen can free up anyone to realize and admit to something they’re really good at.
The answer will help you see where you’re onboarding strategy is working and where it’s not. Chad Carter, Senior Director of Human Resources for The Gideons International, pinpoints the pain point beyond that of seeing underperforming new hires: “The costs for not investing in an effective onboarding program are far greater than simply losing and replacing new employees.”
Calling:
“I believe this is God’s assignment for me.”
Confirmation:
“I made the right decision.”
Connection:
“I know how I fit here.”
Contribution and Engagement:
“I love my job.”
If you’re not hearing these things, it might be wise to revisit your onboarding strategy. A great way to re-engage struggling new hires is to use an individual development plan.
1 min read
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