As a St. Louis small business owner, employee turnover is a huge issue. You invest time, energy, and money into recruiting top talent, and you want to make sure that they’re a good fit for your company.
Even if you’ve done your due diligence in hiring a new employee, there is a staggering 40% turnover rate for new employees within the first month of their employment.
So how do St. Louis businesses combat the high turnover rates? Engage your new employees in their first week on the job.
1. Be Prepared for Their First Day
Take advantage of today’s digital business and get the on boarding started early. Many human resource management programs offer online alternatives for new hire paperwork that the employee can complete before their first day, giving you more time to introduce them to the new position.
You can help the employee prepare for their first week by providing background information and what to expect on their first day. This will help them warm to the company and identify what is the “norm” in the office culture.
2. Set the Stage on the First Day
You want your employees to enjoy their job and working with your company. You want them to find the experience rewarding. You can start developing that relationship with the new employee on their first day.
Assign a mentor to the new employee to help show them the ropes. This is their go-to person if they have questions about the company, and what makes working at your company so great.
The first day is the time to get the employee acclimated into the who, what, when, and where of the company. It’s important that the employee get their bearings so they feel comfortable operating within the company.
3. Take Your Time
It can be tempting to just do a “brain dump” with your new employee and flood them with information. Avoid bombarding them with all of the details of working within the company.
The first week, just focus on the basics. Let the new employee shadow more experienced employees to understand how the company operates, and their organizational goals.
The employee will likely have a long list of questions. By easing them into the company on the first week, you’ll get to know who they manage new information, and help them feel more comfortable.
4. Set Goals for Integration
New hire training goes much farther than the first week or two. It will take time for your employee to get to know the company, and for the rest of the team to adjust to the new employee’s work style and personality.
Establish 30-, 60-, and 90-day plan for the employee’s integration into the team. Set goals within each of these plans to measure how the employee is adapting and catch any issues before they become major problems.
Engaging with your employee consistently in their first 90 days will help them find their place as a valued and valuable member of the business. Taking the extra time to work with your new employees will save you money by reducing turnover in your business.