Keeping talented employees

You worked hard to recruit your latest hire. Now that she’s on the team, there’s nothing to worry about, right?

Absolutely not. It turns out nearly a fifth of employee turnover happens within the first 45 days of employment.

This statistic is enough to make hiring managers and HR departments shiver. So what can you do to make sure your recruitment efforts pay off?

Here are 9 tips, ranging from simple to difficult, that will keep the best talent on your team:

1. Small Gestures Matter

A welcome letter from the CEO of the company sent to the new employee and his or her family can have a great impact on your company’s image and culture. Small gifts can also be a great way to send home the message that your brand and company care about their employees on a deeper level.

2. Facilitate the Flow of Information

New employees have to become engaged in the company in order to feel like they belong. After all, if they just join, learn the ropes and then start grinding the day away, they are less likely to be optimistic about their prospects with your company. To do this, you should have a plan and a timetable for giving out information. You don’t want to do an info dump on new employees in the first week, and then go completely blank for the rest of their employment. The best way to do this is to communicate information as it’s needed and in small chunks. You can also use technology to great effect here. Instead of handing out manuals on the first day, you can send out bits and pieces of information throughout the first months.

3. Introduce Them to Your Company

Tying into the previous tip, introducing new employees to the company, to the fullest extent possible, is a great way to ensure retention. We’re talking about showcasing your company culture, and what type of behavior and communication the team responds to best. It’s also a good idea to develop departmental orientations, which can help an employee see the bigger picture and understand the company he or she is working with better. You should also encourage relationship building, by introducing the new employee to the team through structured meetings.

4. Let Them Know What is Expected

Having a clear understanding of what their position entails and how performance is evaluated can help reduce confusion and let an employee know where he or she stands. This is a critical step that is best done early on by someone in a leadership position. It is also a good idea for new employees to meet not only their direct superior, but the top leadership of the company.

5. Send a Congruent Message

This is where things get a little more difficult. It is very important to have a message that is congruent with the practices of your company. If your company has communicated a certain vision and value set, and the contrary is true on the “ground floor”, it will lose credibility in the eyes of your employees.

6. Have Strong Team Leaders

While good leaders can do wonders for their teams, bad leaders can, at best, hinder performance and, at worst, bring a team to a standstill. You have to take a look at your team leaders and evaluate their performance. By making sure that your team leadership delivers results, improves team cohesion and motivates their teammates, you will greatly improve new employee retention.

7. Reward Effort

Recognizing and rewarding your employees’ efforts is a sure-fire way to improve their efficiency and team integration. By feeling that they are contributing to the success of their company, and that their contribution is acknowledged, employee’s are more engaged and have a higher chance of remaining with the company. On the other hand, letting your employees’ efforts go unnoticed can have very negative effects on their morale.

8. Make Performance Management a Priority

You shouldn’t let performance management go to the wayside. By having a process that is viewed as inconsistent and unfair, you will have inefficiency and low morale on your hands. By keeping performance management tight, fair and clear, you will ensure that everything goes as smoothly as possible, and that your employees have a positive experience with your company. Everything from creating congruent goals within to company to issuing mission statements, should be handled with the utmost of professionalism and efficiency.

9. Offer Developmental and Growth Opportunity

If you want to keep your top talent with your company, you have to offer both growth and developmental opportunities. It has been shown time and time again that a lack of developmental opportunities is the main reason why supervisors and management leave companies. You can also expect top talent to leave if they don’t see an upward career path with your company in the future.

Conclusion

You have many tools at your disposal that can help you keep your top talent, but you have to remember that this is a process that works best when the pieces are congruent.

Some of these tools might have more of an effect than others, but most of them will be exponentially more effective when used in concert with others. To some extent, it’s best to have all of them implemented. For example, you might lose talent if you have excellent compensation and great growth opportunities, but a poor management team and a toxic culture. The bottom line is that you have to invest in the onboarding process if you want to attract and retain top talent. This could mean developing and honing your own human resources processes, or it could mean outsourcing. Sparing no expenses in this department can make the difference between growth and regression.


What are you doing to make sure the talent stays?