Orientation and Assimilation –
Retention initiatives actually begin in the hiring process. The employee’s first day merely leverages the foundation you have established in building a relationship throughout the interview process. This may be initiated by presenting a corporate overview, scheduling targeted time for the employee with his/her manager and/or his/her team, and providing relevant learning materials.
The corporate presentation should include organization history, products, services, direction, goals, culture, policies, development opportunities, and the performance management system. Useful materials to provide the employee include a list of contacts, an employee handbook, professional development information, and Internet, email, and voicemail instructions.
Simple ways to foster a sense of belonging include:
The employee’s manager should schedule time during the new hire’s first week for one-on-one meetings. During these discussions, expectations should be clearly communicated and an initial conversation regarding developmental goals may be held. It is essential to explain why the new hire’s job is important and how it relates to organizational goals.
A trend in assimilation is the” buddy” or workplace friend. The goal of this relationship is to accelerate the feeling of comfort and decrease the time it takes for employees to become productive. The buddy should provide a tour of the work facility, demonstrate how office machines work, explain relevant procedures and process such as timekeeping, preferred methods of communication, introduce the new employee to co-workers, and answer basic questions.
Continuous informal manager feedback and direction are critical. The manager should ensure there are no roadblocks impeding the employee’s success. A more formal performance discussion should be held after three months and again after six months. The employee should be encouraged to discuss their challenges and identify the support that may be helpful to them. These discussions provide critical opportunities to coach for improvement and ensure the employee feels his or her work is interesting.
Robust orientation requires a large amount of organizational resources and a sincere leadership commitment. However, helping employees to quickly become productive and aligned with organizational goals significantly contributes to the development of a more engaged workforce.
Author: Robert Krajewski, Associate HR Business Partner, Helios HR
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Once exceptional candidates are hired, how does an organization begin to retain them? In some organizations, new hire orientation has evolved into robust assimilation programs that are targeted toward:| Issue 9 | September 2008 |
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