Wood Words

Are you onboarding your team to ensure they stick around long-term?

Running into issues with employee retention? During the pandemic, many employees make the decision to change jobs or simply stop working. This has led to employment shortages for many companies and the subsequent stress placed on the remaining workers to do more with less. Though you can’t guarantee new employees will stick around long-term, you can take steps to help them thrive in their role… giving them the motivation to stay. And it has to do with your onboarding technique.

Ease the Stress of Being the “New Kid”

Starting a new job can be stressful. There are new processes and systems to get used to, and a whole workforce of new faces. Add if an employee is faced with a hybrid work model, this can add an additional layer of adjustment as they settle into their new role. The working world is still in quite a bit of flux these days, and every step you can take to help your new employees ease into their jobs will go a long way.

Five Ways to Onboard New Employees

Use these techniques for an onboarding process that helps build employee loyalty

  1. Provide materials ahead of time. Send new employees the company handbook, forms, and any other helpful learning materials ahead of their start day. Taking care of time-consuming paperwork ahead of time allows them to start with a clean slate. And any information they can review before their start date will arm them with questions and help them feel more confident from the beginning.
  2. Integrate job tasks. While a new employee is learning their role, add actual job tasks into the mix. They can put their learning into tangible practice, which provides hands-on experience they build on.
  3. Connect workers with employees and information. A job is not just the tasks it requires, but also the people who are part of the team. Introduce new employees to the people they will be working with, and provide information on the company’s history, values and goals. The more new employee understands the people around them and the big picture, the more connected and invested they’ll feel with the company.
  4. Define what you’re looking for. What constitutes a good performance versus a mediocre or poor one? When you clearly describe what you’re looking for, you make it much less confusing for a new employee just getting started. By having these parameters and knowing what you expect, it gives the motivation to do well.
  5. Assign a mentor. It helps when new employees have someone to rely on when they have questions or need guidance. This can help them understand everything from the job to the company culture. Assign each new worker a mentor they can go to and learn the ropes while they get situated in their new role.

Looking for New Workers?

Now that you know how to retain them, it’s time to round out your workforce with new staff. And Wood Personnel can help. To learn more about what we offer, contact us today!