5 Steps for Making the Right Impression With Your New Employees

Written by EO Executives on Aug 01, 2018


How to Make the Right Impression With New Employees

Competing with other players in your industry to attract the best talent can be tough. So, when you finally secure your perfect candidate after following a long hiring process, you will want to ensure they are set up for success.  In a recent blog we took a detailed look at the importance of on-boarding candidates and how this contributes to their overall work ethic and performance in a business - read more here.

In this blog we follow on from that topic and take a deeper look at how your business can successfully retain its employees. You may think it is an easy task but one of our previous studies found that 46% of new hires give up within the first 18 months of their placement. An alarming statistic for businesses making crucial hires.

The good news is there are some key steps any business can follow to prevent this...

The 90 day rule

No matter what level your hire is or how experienced they are it is crucial they are engaged with your business from the start. During the first 90 days they are going to experience both highs and lows, which will lead them to making the decision to either stay or leave your business. The actions you take to support your new hires will have a huge impact on this critical decision.

Remember, you must have already done something right to attract your perfect candidates in the first place. What did the job description include? What was your employee value proposition (EVP)? And what additional support or incentives did you offer them?

If you want your employee to make it over the 90 day mark you will need to stick to your initial agreement. As an employer, if you fail to deliver and meet expectations outlined during the interview process you are setting yourself and your business up for failure. After all, your new hiring decided to join your business for a reason and when they realise their expectations are unlikely to met, their motivation will decrease dramatically.  Even if they do decided to stay they have mentally checked out because expectations were not met. 

How can you ensure the first 90 days are a success?

At EO Executives, we always advise our clients to start with a 90 day plan. We practice watch we preach and ensure we follow the same process, ensuring our new internal hires are on-boarded in the best way possible.

It is important to give your new hire an overview of this plan too, ensuring they have visibility of what they can expect during their first few months. Aligning on expectations is fundamental for building trust and a strong working relationship.

It is also important for someone to own the on-boarding process and to ensure your new hire has a point of contact or mentor within the business. This will ensure they feel supported and valued, which in turn will lead to increased productivity and employee satisfaction.

How to create a 90 day plan

There are some key elements your 90 day plan should include. So, here are five things you can implement straight away to contribute to hiring success:

1. Provide a support line

We have already briefly touched on this but this is one of the most important steps in your on-boarding process. Your new hire should be given either a mentor or point of contact within their team or functional group. They will need someone to show them how new processes work, connect them the right people in the business (both internally and externally), as well as supporting them to get accustomed to a new culture.

2. Hiring managers should introduce themselves as colleagues

As a hiring manager your role has now changed and so has your relationship with your new hire. You are no longer in the interview process, so the rapport should change naturally. Ensure you spend time with your new colleague and get to know them on both a work and personal basis. This will help foster a great working relationship and future employee buy-in.

3. Get your new hire settled into the new company culture

When you a join a new business everything will be overwhelming, but it’s not surprising as there will be so much to learn and take in.  On top of that you need to get settled into the company culture and learn small things like where everyone goes to lunch or what the office tone is like. All hiring managers or on-boarding staff should help eliminate the ‘culture shock’ by demonstarting how the business and the different teams operate. It is also be beneficial to ensure someone is on hand to answer any questions and easy uncertainty early on. Even the most experienced C-Level leaders will have questions - so make sure they feel at ease.

4. Establish a long term plan

What does success look like to your new team member? During the first 90 days why not take the opportunity to sit down and plan for the future.

Understanding what your employees want from their career and aligning on key objectives/goals that benefit both the employees and business will create a positive momentum and contribute to productivity. Additionally, this will help your employees understand how their role contributes to the success of the business. Whilst giving you the opportunity to outline your expectations early on and what areas you them expect them to add value to their function and overall business.

5. Do not fail to meet expectations

We thought we would save the most important until last — do not fail to meet your employees expectations.

If you outlined or promised something in the initial job brief or interview you will need to deliver. After all, you will expect your employees to deliver on their end of the deal. During the first 90 days they are still learning about your business and won’t be 100% sure they have made the right choice. So, reassure them in their decision to join a business that delivers on agreements and values the buy-in from its employees.

Remember, your employees are your greatest advocates and if they experience poor ‘customer service’ (so to speak) this could be brand damaging when trying to entice new employees.

What next?

Now you have some key factors to consider, you can adapt these tips in a way that suits your business. Remember, having a clear 90 day plan to on-board your new hires that creates alignment and meets expectations will be the key to success.

In the meantime, if you found this post useful you could benefit from reading our eBook Hiring and Holding onto your Superstars where we go into more detail about how you can improve employee retention for new hires. Its fun, easy to read and full of great tips so Download It Now!

hiring superstars

Follow Us

Follow us on LinkedIn Follow us on Twitter Follow us on Facebook Follow us on RSS

Follow Us

Follow us on LinkedIn Follow us on Twitter Follow us on Facebook Follow us on RSS

Join over 40,000 followers and receive updates on hiring talent and progressing your career.

Subscribe to Email Updates

Popular Entries