As someone who has a very narrow niche business as a marketing recruiter, I'm amazed at how frequently employers do not make more of an effort to welcome a new employee and make sure they get off to a successful start. I'm not just talking about my clients, who I help welcome the employee, but companies I know of. I hear stories all the time . . .
The idea is to make the new employee feel welcome and to give them the support and attention they need to be successful as quickly as possible. I'm talking about the very basics: a desk or office with everything needed to get off on the right foot, like office supplies, a computer (with all the appropriate software already loaded, email adddress set up, etc.), a phone (with the new name on the phone list, and if appropriate, the receptionist knowing the new employee's name, etc.). This seems so simple and like such common sense, yet it's just remarkable how often it's not addressed. How about adding some corporate stuff like a t-shirt, hat or even coffee mug, to help the new person feel more a part of the team.
It's a great idea to have a co-worker of the new employee designated as their go-to person for help. That co-worker can introduce them around, tell them how everything works, answer those simple questions that are sometimes so difficult to find the answers to. Make sure the new employee has someone to go to lunch with every day the first week. Think about how you can more quickly welcome them and make them feel a part of the team. It's a process.
I find it interesting that the Ritz Carlton balances two important messages in their orientation program: "You are now part of an elite, best-in-class organization," and "We're lucky to have you."
Gary Kelly, CEO of
Southwest Airlines on onboarding: “If you want them to stay, if you
want them to become engaged, you need to make sure you do the
"feeling" part of the process, and you do that by showing them how
they will make a difference, giving them examples of how their fellow employees
make a difference, making them feel welcome as with our Sponsor a New Hire
program. It's those kinds of things that lead to not just better retention, but
a more inspired workforce."
An inspired workforce . . . not just a workforce. Thinking about onboarding and how you treat that hard to find employee in the beginning could be indicative of how quickly and substantially that employee will perform for you, and how long you might be able to retain them.
I'm interested in hearing your story of how a new employer treated you well, or how the most simple things were ignored.