Issue: Many employers run new hires through an orientation process, then instantly start treating them like every other employee.
Risk: Some of these new hires won't assimilate so quickly. Without more "hand holding" they'll jump ship in the early months.
Action: Reach out to rookie staffers in the first few months. Check in often and encourage others to offer help.
by Tracy Koll
When faced with the high cost of new hires, it makes sense to look at your organization's practices once the person is on board. A few well-planned measures can help smooth the transition process and make sure you retain your new employee. Use these four tips yourself or as tools to coach supervisors:
1. Create a welcoming environment. Everyone knows the feeling of being "the new kid on the block." Part of your transition plan should focus on the job's social aspect. Examples:
- Assign a mentor or "buddy" of whom your new...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Lessons from the 2006 SHRM conference: Invest more time and money in succession planning
- With eye on economy, 8 comp & benefits changes to watch
- Waiver in handbook prevents contract formation
- Stretch flex: The many faces of workplace flexibility