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5 Tips on Welcoming New Employees

CMMA Blog

Congrats! You’ve hired the perfect talent for an open role and a start date is set. Now how do you retain that talent ? According to a survey by Nintex , about 31% of new hires quit within the first six months of their new role and 20% leave within the first 45 days. Welcoming new employees is the solution.

Managers are realizing that the onboarding process starts well before the new hires first day of work. These first interactions between you, the new hire, and other internal staff are essential for the future success of your team. Still, the question remains: As a manager, what should you do after a start date is established?

5 Tips on Welcoming New Employees:

  1. Start engagement before the first day.

The more a new hire knows about your company and culture, the less nervous and more excited they will be. Whether over the phone or by email, reach out to the employee with detailed information regarding these 5 essentials:

  • Start date and time
  • Regular business hours
  • Any special instructions for entering the office or building
  • Company dress code
  • Additional resources, such as company welcome videos or links to important pages on your company’s website.
  1. Invest in the employee’s transition.

First impressions are everything. On their first day, your new hire wants to feel welcomed, excited and set up for success. As a manager and leader, you are responsible for staging a smooth transition. Preparing a designated workspace for the employee will show that you are prepared for their arrival. Some companies provide “swag bags,” or branded items, to symbolize inclusion in the team. You should also alert the office to the new employee’s first day. Whether it’s a simplistic email or a more creative announcement, the message remains the same. By welcoming the new hire to the office, they receive a first glimpse into the company culture and enthusiasm surrounding their arrival.

  1. Set a preliminary schedule.

A new employee’s first week is jam packed with heaps of information, new faces and briefings on projects to come. Schedule out your new hire’s initial training sessions and meetings to ease some of the pressure. Avoid information overload and gradually introduce them to your company’s workflow.

  1. Highlight the team and company culture.

When it comes to company culture, you are responsible for bringing your new employee up to speed. Ideally, the new employee should have the opportunity to meet with a person from each department they will interact with over the course of their role. This will help them gain an understanding of the company culture and the type of people they will work with.

Highlight the importance of engagement, collaboration and excitement surrounding employee and leadership roles. This will humanize your workplace and show the new employee that they will be working with caring, passionate and relatable people. When it comes to employee retention, this goes a long way.

You can go the extra mile and assign the new employee a buddy who can take them out to lunch and answer lingering questions. The buddy is typically a well-informed individual who can provide guidance on working for your company.

  1. Check in and be present.

You can maintain professional relationships with communication and interaction. Though managerial style may range from person to person, it is essential to show a level of interest in your new hire’s current state. You can do so by being present in their daily activities. A good way to gauge how they are settling in is by setting up a check in with the new employee one week after they start. You should express genuine interest in their transition into your team. As a result, your new employee will build trust in you and gain the ability to disclose work-related troubles with you in the future.

 

At TeamPeople , we pride ourselves in our ability to create seamless transitions for our employees working around the country.  From finding the right talent for your open position, to welcoming and retaining your top talent, TeamPeople is ready to support your team every step of the way. Interested in taking your team to the next level? Send us an email!

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Five Ways to Attract & Retain Top Creative Talent

CMMA Blog

It’s widely known that people are a companies’ most important assets.  Even with the rise of technology and the age of information, companies are still benefitting from long-term employee retention.

The bottom line is that employee turnover is disruptive and expensive. The Society for Human Resource Management (SHRM ) reported that on average, it costs a company 6 to 9 months of an employee’s salary to establish the replacement. For an employee making $60,000 per year, it comes out to $30,000 – $45,000 in recruiting and training costs. High turnover rates can also impact company culture, productivity and engagement of the team as a whole, in addition to the overhead.

Employers of the most innovative and ambitious companies are starting to search for more than just talent. Top candidates fit within the company’s culture and are more likely to become loyal ambassadors. For a team of employees who feel engaged, fulfilled and committed to the organization’s long-term goals, the possibilities are endless.

Here are five ways to attract the talent that is right for your company and keep them engaged for years to come:

Put Your People First

Researchers agree that the best way to attract and keep top talent is to create a culture where your employees want to work. A culture in which people are motivated, supported and challenged every day. It’s been proven that happy employees work harder, improving personal productivity by 12% , while unhappy employees can be up to 10% less productive. If your employees are happy, it will radiate through the communications with your clients. Happy employees = happy clients, and that’s good for your bottom line.

Create Career Paths

Building an organizational structure that allows for career growth takes time and strategy. Being able to show candidates where they can go and how they get there is critical to both attracting top talent as well as retaining them. Companies also need to provide and invest in the right resources. By investing in your employees, you create an environment of support and encouragement that helps employees move up the professional ladder and produce higher-quality work. Common opportunities for professional development include conferences, education classes and training for certifications, but should be tailored to the position and based on the individual’s goals.

Promote Your Mission

Younger generations of workers are attracted to and want to understand the “why” behind an organization’s purpose. The mission and purpose must be evangelized from the top of the company and felt in every department and in every location. Purpose is what drives us to do great work. Not only does your company need to maintain clearly identified values, no matter their age or seniority, but every employee must understand his or her role in supporting the mission in order to achieve the collective results.

Foster A Culture of Innovation

As a company, it’s important to embrace technology, systems and new ideas to evolve work-flow. With so many brands competing for attention, it’s now more than ever, that creativity and innovative thinking are critical to a company’s success. When employees feel their ideas are valued and they are supported to try new things, they will be more engaged and develop a passion for brand.  Keep in mind, innovation doesn’t happen in a vacuum.  Building diversity into your teams brings new perspectives that make way for a culture of innovation.

Partner With A Specialized Staffing Company

Staffing companies, like TeamPeople , have deep pools of fully-vetted talent spanning across the country.  They specialize in recruiting, hiring, onboarding and managing your staff.  By tapping into their resources, a staffing company can help carry the burden of finding your employee’s replacement and reduce the time needed to fill the vacancy.  The right staffing company should have experience in your industry and match for both talent and personality to ensure the best chance for long-term retention.

 

People – It’s in our name and it’s the core of our business. If your company is having trouble finding the right talent for your open positions, we’re here to help. Matching for both personality and skills, TeamPeople uses its ever-expanding database of over 40,000 creative and technical professionals to bring out the best in your team. Send us an email or get a quote from one of our talent advisors.

The post Five Ways to Attract & Retain Top Creative Talent appeared first on TeamPeople .

To view our Partner blog, click here