Many employers are highly cognizant of the importance of retention, but many fail to prioritize retention strategies among their newest hires. A new employee’s first 30 days on the job are critical for establishing trust and loyalty, which is essential for building long-term retention among your entire team. Taking steps to ensure productivity and satisfaction can significantly enhance culture-building and retention efforts. Check out three of the most powerful ways to optimize a new employee’s experience within their first 30 days at your organization:
Set clear goals and objectives.
When a new hire knows what to expect at the start of their position, it’s much easier for them to hit the ground running. Setting clear and realistic goals with employees provides clarity about what they need to achieve and how their performance will be measured. This offers a blueprint for success in which new staff and their managers have a mutual understanding of what tasks and projects need to be accomplished. Setting goals ultimately drives motivation and allows employees and managers to more easily track progress.
Assign a mentor.
Providing an assigned mentor or “buddy” to every new employee can be one of the most impactful ways to make them feel welcome and comfortable during their first few weeks. While onboarding allows new staff to acclimate to your work environment, mentors play a critical role in supporting new employees in a variety of ways. From answering questions to offering valuable insight, mentors give employees an outlet to express their questions or concerns without judgment. In turn, new hires will develop a stronger sense of connection to your company, resulting in improved engagement overall.
Schedule a 30-day check-in meeting.
Proactively scheduling a 30-day check-in meeting for every new employee can be a game-changer for optimizing the “new hire experience.” The core purpose of this meeting is to gather feedback from new staff about their experiences over the past month and discuss any challenges or setbacks they may have faced. This check-in provides an ideal opportunity to address concerns and rectify any poor performance that might be negatively affecting the employee and your organization. Ideally, this meeting should be scheduled exactly 30 days after an employee’s start date. Every employee should understand the intention of the meeting so they can prepare accordingly.
By putting these practices into motion, you’ll make your newest hires feel valued from day one on the job. Most importantly, you’ll create an environment that proactively focuses on staff retention and demonstrates a steadfast commitment to its people!
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Get in touch with HH Staffing and learn how our proven staffing services can help you secure the best candidates on the market.
Until Next Time,
Your Staffing Partner, Darrin Rohr- President, CEO, and Chief Servant
Current owner of HH Staffing and Former Chief HR Officer for several successful Multinational Fortune 500 Companies. Brings a fresh perspective from decades of experience creating Great Workplace Cultures by building high-performance teams while leading and managing people from all different backgrounds. HH Staffing is headquartered in Sarasota, Florida, and is uniquely positioned to serve both local and national clients.
