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April 22, 2019
Did you know that more than 30% of new hires quit a job within the first six months?
This is a pretty staggering number considering that you run a startup. The hiring budget is tight, and you’ve spent a lot of time hiring the best available talent. The last thing you want is to lose them.
So, how do you increase your chances of keeping the top talent you hired? The answer is onboarding.
For many business owners it means giving new employees a tour of the facilities, showing them where they can park, introducing them to co-workers, and handing them some forms to read and fill out.
While, these are necessary for your new team members, they aren’t really what’s meant by onboarding.
When you effectively onboard your employee, it’s so much more than this.
Onboarding is when you introduce your new staff members to the culture, behavior, skills, and knowledge they’ll need to be successful at your startup. It’s how you integrate your new employees into your existing policies and procedures, mission and vision, and overall company culture.
Your goal should be to set your employees on the right track for success while doing it with enthusiasm and excitement.
You want your new hire to feel as welcome as possible on day one, so you can start building excitement by sending several emails before the big day.
Consider creating a first-day agenda for them so they know what to expect. Let them know about your dress code.
Get them excited for their first day by planning lunch with several of their co-workers. Invite them in advance with a nice email or handwritten note.
You can even take it a step further and give your new team member a welcome box either right before they start or on their first day. It might include branded company items such as T-shirts, pens, pencils, mugs, notepads, etc. Or, you can give them flowers or a gift box of food.
It can be daunting to start a new job. It’s sometimes difficult to meet people, and new hires may be uncomfortable at first.
Make sure they feel welcome by giving each new hire a buddy. This is someone who knows the ropes at your startup and acts as a mentor. This person can help them feel at home while they adjust to your company culture.
A buddy is also a sounding block if your new team members need a little help with something.
The first week on the job can be trying, especially if a new team member isn’t exactly sure of their role.
Spend some time the first week explaining your mission, vision and objectives, and specifically laying out the job, expectations, deadlines, and more.
Help your new employees by giving them goals that are attainable and measurable right from the start.
Communicate from the beginning, and you’ll encourage a great working relationship.
Depending on your startup, your new hire may need some training.
You can help your employees be their best with consistent training that begins the first week on the job.
Again, create a plan for your employee. Give them an agenda that includes all the training you have prepared for them in their first 30-60 days. Set it up for them, and then let them take ownership.
Your new team members are going to know within the first two weeks if they’re going to stay and be loyal to your startup. If they don’t like it, they may not leave right away, but they’ll leave within the first six months.
Don’t let this happen to you. Spell everything out for your new hires. Let them know exactly what to expect. Put it in writing or say it in a video.
What’s more, communicate with them. Make a plan to check in with them at least once a week. Let them ask their questions or voice their concerns. Address them so everyone is on the same page.
Ultimately, employees who stick around are good for business. Train them well, provide excellent onboarding, and you’ll find loyalty in return.
Are you a new startup ready to succeed? Are you looking to get your new business off the ground and watch it rise to success? We are here for you. We can help answer your questions and guide you through the process. Outsource your HR duties, finances, payroll and more to us. Contact Escalon today to get started.
Image: Free-Photos on Pixabay
Neha De is a writer and editor with more than 13 years of experience. She has worked on a variety of genres and platforms, including books, magazine articles, blog posts and website copy. She is passionate about producing clear and concise content that is engaging and informative. In her spare time, Neha enjoys dancing, running and spending time with her family.
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