By Forbes Human Resources Council
Successful HR executives from Forbes Human Resources Council offer leadership and management insights.
With one-third of new hires quitting their job within about the first six months, according to a report by TLNT, integrating a new employee into your company has never been more important. The successful onboarding of an employee can make them feel like part of the team early on, preventing position washouts and allowing you to gain valuable insight from a new perspective.
Not only does seamless company integration provide for longer retention, but it can help a new employee adjust to the corporate culture and feel more comfortable when it comes to voicing concerns or contributing new ideas. In turn, this can save your company money on rehiring and help new employees adjust quickly to the environment.
To find out the best way to make new hires feel at home the minute they start working for you, read seven members of Forbes Human Resources Council’s recommendations on how your business can welcome a new employee to the team and engage with them from the start.
1. Create A Welcoming Environment
New hires don’t yet know the cultural norms at your organization. Hopefully this means they’ll share lots of ideas, but sometimes people are quiet until they see how others behave. Make sure new talent knows you welcome input and you’re excited to hear their point of view in meetings. To be successful, you have to socialize this within the organization, and over time it will become the new norm. – Jennifer Marszalek, Havas Chicago Village
2. Respond Quickly To Suggestions
You have to build a reputation for entertaining feedback and suggestions. If a new hire takes an interest in giving their thoughts, jump on that opportunity to congratulate them or thank them. A thank-you card, email or note go a long way. In the age of technology, create a world where there can be quick feedback to suggestions. Don’t miss opportunities to reward, thank and congratulate. – John Mauck, WLR Automotive Group
3. Start Engagement Before The First Day
Once an applicant accepts the offer, start the engagement process. Utilize a variety of methods, such as video or infographics that provide examples of employee innovation, overview of core values and the reporting process for concerns. Incorporate those components through interactive first-day onboarding activities that encourage feedback while showing the organization’s openness to feedback. – Bridgette Wilder, Media Fusion
4. Assign Them A “Buddy”
All our new hires are assigned a buddy — someone who is there to answer all of their questions and make them feel more comfortable. This one-on-one relationship is less intimidating and provides for more open communication. It also allows the buddy to reinforce our culture of openness and encourage the new team member to speak up from the start. – Brooke Peterson, Causely
5. Ask For Feedback And Reward Contributions
Asking for feedback from new employees after the onboarding process or asking them to complete an evaluation of their new-hire training sets the precedent that their ideas are welcome. Current employees whose contributions yield positive results for the company should also be recognized, both among co-workers and on their annual performance review, creating an incentive for others to do the same. – John Feldmann, Insperity
6. Make It More Than Lip Service
Do not wait for their feedback; instead seek it out. Show them that you support them when they have a suggestion. Thank your new employees for their feedback and show visible signs that you are supportive of receiving their suggestions. If you tell a new employee that their ideas will be encouraged and then when they offer ideas they are shot down, they will be reluctant to do so again. – Ashley Wilczek, Justice AV Solutions
7. Create An Open-Door Policy
New hires should be informed that they should never hesitate to reach out to HR or their manager in regards to new ideas or concerns. Creating an open-door policy makes it known to new hires that the company is more than willing to spend time addressing concerns and/or entertaining innovative ideas. – Tiffany Servatius, Scott’s Marketplace
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This content was originally published by Forbes Magazine. Original publishers retain all rights. It appears here for a limited time before automated archiving. By Forbes Magazine