07/ 25/ 2007
by Emily McMackin
Why investing in new employees in the beginning will make them want to stay
When Casey Cooper hired a salesperson at her Chicago-based floral design firm, Botanicals, she had the new employee's office cleaned before her arrival and created a floral arrangement for her first day. Though Cooper wishes she'd done more, she knows that even the smallest gesture can make a big difference in getting off on the right foot with a new hire.
"At the start of any relationship, the first 100 days are important," Cooper says. "It's like the honeymoon phase. If things go right, it can set the stage for a great marriage."
At small businesses, new hires are often thrown into the fire because so much needs to be done, Cooper says, but finding time to welcome and acclimate employees is crucial in today's marketplace.
"With people changing jobs and moving around so often, retention can be tricky," Cooper says. "You want someone who will stay for awhile, someone who will fit well with your culture and someone who's grounded in your vision and way of doing business."
That's why new hires at Carl M. Freeman Companies, a community and golf course development firm in Potomac, Md., are greeted with more than a pile of paperwork when they walk in the door on their first day.
The company starts its orientation with a video that traces the 50-year history of the business and the lives of its founders. "We share stories of things that have happened in our past that reinforce who we are, what our values are and where we're going," says Deborah Waldman, vice president of human resources.
New hires are assigned a mentor on their first day to introduce them to others in the office, take them to lunch and share inside information. "People might feel uncomfortable asking about things they feel they should already know--like where's the bathroom, what time does everyone go to lunch and how do you access the computer system," Waldman says. "The buddy is there to guide them and to make them feel connected and part of the team immediately."
New hires also get a chance to work with employees in different divisions to help them understand not only their roles, but also how the whole business works. And longtime employees are quick to invite the rookies to join them in the break room.
"We talk about TV programs and funny stuff that happened over the weekend," Waldman says. "Getting to know people personally helps new employees connect to all levels of the company and get comfortable with all the different personalities."
A Warm Welcome
The first few days and months on a job can bring a range of emotions--employees may feel excited and challenged one minute, anxious and frustrated the next. What new employees experience in the first year often determines how long they stay with a company, says Kip Kipley, director of human resources for World at Work, an association that studies employment retention. Here's Kipley's orientation guide for the first 100 days and beyond.
First day: Make new employees feel welcomed and wanted. Host a meet-and-greet that morning or invite the new person out to lunch to mingle with everyone. Set an agenda for the day that includes giving new hires a chance to ask questions and meet with the key people in your company.
First week: Sure, you must take care of all of the paperwork and reiterate your policies, but even more important is integrating someone new into the workplace. Use team-building exercises to develop camaraderie and find tangible ways to demonstrate your goals and vision.
First month: By this time, new employees have settled in and gotten their feet wet. If they lack expertise or strength in an area, it's probably shown by now. This is the perfect time to identify what additional training and tools employees need to do their jobs better.
First year: Whether the first year anniversary coincides with employee evaluations or not, revisit goals and objectives. Clarify expectations by allowing employees to assess themselves as well as be assessed by others. Continue to "recruit" employees with these questions: What would you like to learn? What roles/responsibilities/projects would you like to take on? How would you like to grow your career here?
