Orientation is a critical aspect of employee retention. Since the orientation process takes time and planning in order to be effective, this post will focus on the next critical aspect, which is following up with new employees.
Where a company is committed to drawing the right people, in turn they develop good people. This can help a company that is making an effort to be an “employer of choice.” If you speak to people who work for just such organizations, you probably know that their recruiting efforts are eased by the fact that candidates come to them asking for the privilege of working together.
So how do you do your part to help your employer achieve that prestigious status? The answer is simple: by checking in with new employees. Just think of it this way: checking in with your employees will help them from checking out.
Sometimes your follow up will be based on the employee orientation checklist from the previous module, and simply making sure that each area is covered adequately. Other items may get added to your checklist based on your conversations with the employee.
These regular interactions, which may be short and seem informal, or follow a more formal tone, also give the employee the opportunity to ensure that he or she has made the best decision possible in coming to work with you. If that person is able to get the information they need when they need it, your chances of developing a strong, engaged employee, continue to grow.
Designing the Follow-Up Schedule
We recommend that you set up and follow a regular schedule to integrate your new employee. Depending on the role they are hired to, and your role, the schedule will vary, but there are a few key things to focus on:
The employee should meet with you each day in the first week.
The employee should meet with you (or your designate) every two weeks for the first three months on the job, and monthly thereafter.
If you are new at providing this level of follow up for a new employee, and think it’s too much, then temper your approach accordingly. Always keep in mind, however, the way that the new employee feels about your workplace, their level of engagement, and what those meetings can do to ensure that you have made a good choice hiring this person.