Finding the best candidate for the job is just the beginning for recruiters and the human resources department. The next crucial step is keeping the perfect new hire engaged during the first few months. You don’t want a revolving door, and typically an employee will know whether they want to continue their professional journey with the company after just a few months.
This puts added pressure on HR to ensure new employees get the welcome they need to stay for the long haul. This doesn’t only benefit the new hire, but the company as a whole. Other employees will also reap the benefits of having an engaging workplace.
The Onboarding Journey
Once a candidate has made it through the recruitment process, the next step is the onboarding journey. This is where new employees will get a true feel for the company and all it has to offer. A common mistake is when an organization has a major disconnect between the recruitment stage and the onboarding stage. Often, companies will be heavily communicative during the recruitment process and then once a contract is signed, the communication slows to a trickle.
Preboarding swag is a great way to get new hires excited for their first day. This shows employees that the company truly cares about them. You can offer swag bags that have branded merch like pens, mugs, tote bags, and notebooks. Find items that relate to the company and give your new hire a sense of who you are.
It’s important to keep the communication going and get the recruit excited for their first day. When their first day finally arrives, make it memorable. Get to know the recruit and add personal touches to their workspace or even a welcome image at the reception desk. Check in with the new hire at different intervals. Use their feedback to make improvements.
Employee engagement is important for retention. Rewarding good performance might sound like a no-brainer, but it isn’t for many companies. People like to be rewarded for doing a good job and they’ll be more motivated to continue to do so when they feel seen and heard.
People tend to stay with companies long-term when they see the growth potential. Make sure they’re aware of their potential career growth, and when they hit benchmarks, they’re acknowledged.
Managers are what can make or break an employee. Bad management can turn even the best employers into disengaged and miserable people. Good management can promote a healthy working environment and provide opportunities for success and growth. A good manager will look at individual strengths and weaknesses and be able to use those to build a great team. A bad manager will do the opposite. It’s important to check in with management and ensure that employees are being well taken care of.
Keeping employees engaged is easier than you think. A simple shift in the way you look at and value your employees can increase engagement and improve your company’s bottom line. Be sure to add these features to your organization in order to keep employees engaged:
- Provide training for team building
- Create an environment of respect
- Reward employees for good performance
- Manage the management team
- Measure employee engagement with feedback from your employees
- Offer the potential for career advancement
An employee who’s not engaged will still do their job but will not be committed to the company or the work. An actively disengaged employee is negative, unhappy, and will spread this to other employees. This can disrupt the flow of your workplace. An engaged employee will go out of their way to grow with the company and stay loyal. They are more willing to go out of their way for the company and take on extra work to achieve those goals.
Burnout can be a controversial topic; the workplace is meant for work, but when there’s too much pressure placed on employers and the workload is excessive, it can lead to burnout. There are three signs of burnout according to the World Health Organization:
- Increase in mental distance from your job
- Reduced professional efficacy
- Feeling of exhaustion
They may also have negative feelings related to their job. Burnout can be treated but it’s always best to avoid employees from burning out. This can mean setting boundaries and limiting hours regardless of the tasks. It also means delegating and prioritizing tasks among managers and employees. Having enough people in the workforce also allows for people to be engaged in their specific tasks since they know they’re not alone.
Employees Benefits and Incentives
A job can have an impact on your entire life and employees are aware of that fact. Oftentimes, financial incentives and benefits will be determining factors in whether or not an employee stays with the company. Employment is a key factor in providing for yourself and your family. Keeping this in mind, retail incentives cover some of these issues.
Your millennial employees may be struggling to save for buying a home. Tighter lending restrictions and higher costs of mortgages are keeping them from buying homes. There should be financial incentives and packages that can help them afford homes and other major financial purchases such as higher education. As an employer, you’ll need to consider the cost of housing in the area as well as healthcare costs. This will allow you to create a package that’s fair for employers and employees alike.
Not only is buying a home a major financial decision but so is getting out of debt and raising a credit score. These will contribute to whether the employee decides to stay or leave. If they feel there’s no wiggle room for financial growth then they may not want to stay with you long term and can look at the job as a stepping stone.
Keep Your Employees Engaged
Keeping your employees engaged from the recruitment phase through their first few months of employment is crucial for the growth of your company. Keep their interests in mind while also considering that of the company. It’s important to find balance and keep everyone happy.