A recent study found that only 29% of HR respondents had not one new hire leave the company within their first 12 months. We might be living in unprecedented times but this still points to a culture of jobs in HR being seen as tea portray or transitionary. The study also found that, on average, 31% said around 5% of new hires leave the company in 12 months. So, what should these departments be doing to hold on to their workers?
Strike early
It’s vital that you show an interest in new hires within their first 90 days. Many new hires might believe these first three months are little more than a ‘trial’ period and it’s your job to prove them otherwise. Don’t take your time; introduce yourself and familiarise yourself ASAP.
Encourage fresh ideas
The best way to make a new hire feel like a part of the team is to encourage their unique perspective on the business. Tell them not to hold back when it comes to their ideas and opinions as they might be able to see something you missed. It’s a win-win situation, as you’re gaining a new idea and they are feeling more ingratiated by the company.
Offer the gift of responsibility
You don’t want to be throwing your new hire in at the deep end but by simply putting them in a cubicle and forgetting about them you’re also encouraging indifference and job fatigue. Slowly offer up new responsibilities over the course of the first year, letting them supervise larger projects and work on more customer-facing roles as and when they are ready.
Self-assessment
After the first few months, ask them to evaluate their own progress. This way you’ll be given a first-hand insight into where they feel they are, where they want to be and what more you could be doing to help them. You’ll also be able to analyse whether or not they feel as if they are starting to align their goals with the goals of the business.
Regular performance reviews
Informal performance reviews don’t have to be intimidating. They should be seen as a chance to build on the self-assessment and air out any dirty laundry. Ask them questions about how they feel the job is going, if it is meeting their expectations and the aspects of the business and members of the team have given them the most joy. It’s all about ensuring you’re on the same page.
Encourage goals
Finally, don’t be afraid to ask your new team members where they want to be and how they want to get there. The time between onboarding and the first anniversary is the most crucial, so don’t waste time pussyfooting around. Be direct. Be honest. Be there.
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