The first few days of introducing a new hire into the workplace is the best time to build a mutually beneficial professional relationship. While they’ve passed the application process and pressure of interviews, it’s what happens during orientation that will influence performance in the long run. With this in mind, here are some top tips on setting the groundwork for retaining fresh talent that adds value to your team:
- Prepare your induction infrastructure
Even the smallest details such as having computer logins ready and some friendly faces to help a new person settle in, can make all the difference. For managers, taking the time to cover logistics such as an entry pass, quick tour of the facilities and fire exits communicates that your organisation values safety and compliance. Establishing this ‘tone from the top’ from the beginning has a direct influence on employee conduct in the long term.
- Cultivate corporate culture
Establishing whether a person will be a good fit for the organisation can be made clearer during the recruitment process by having a casual ‘culture fit’ chat after someone has passed the initial interview. Beyond this, encouraging morale-building activities such as team lunches and checking in for feedback on how the person is settling in, makes for a smooth transition. The benefit of engaging effectively at this stage of the onboarding process is to increase employee retention. A study referenced by the Society for Human Resources Management reveals that 69% of employees are likely to stay with a company for three years or more if they have a positive experience during orientation.
- Clarify job roles and responsibilities
The induction process is an ideal opportunity to readdress the finer details of the job role and clarify any concerns. Facilitating an open flow of communication can be achieved through holding an informal meeting which covers how they can best meet the needs of the organisation, alongside how you can enhance their experience through flexible working arrangements for example. Additional strategies such as introducing a mentor to explain the ‘ins and outs’ on areas such as document control and cybersecurity measures encourage best practices from the outset.
- Embrace the ‘learning by doing’ approach
A structured onboarding program with comprehensive on-the-job training has been shown to produce a 62% increase in time-to-productivity ratios. In a supportive environment where it’s possible to develop the necessary skills and learn on the job, new employees are given the tools to understand how they are contributing to the organisation’s objectives in the bigger picture. As data published by Aberdeen Group illustrates, “employees are more likely to stay with a company, and to continue to strive to perform, when they are challenged by their job, enjoy the company culture, and feel supported and valued by the organisation.”
- Educate on internal policies and obligations
Developing a culture of compliance starts from the ground up and every workplace strives to have employees that have taken the company values on board, fit in with the culture and act ethically. The first step towards achieving this is a well-organised orientation program that includes compliance training on the company’s code of conduct and other internal policies and procedures. Information should also be provided on who to contact with questions or concerns about what regulatory obligations affect the employee’s specific job role.
In essence, these five tips illustrate that investing in comprehensive training that instils the values of a positive workplace culture, focus on compliance and setting goals for productivity, are going to ensure that your organisation is at the forefront of employee satisfaction and business success.
GRC Solutions is an award-winning provider of both off-the-shelf and bespoke compliance training. For more information on how our courses can contribute to positive workplace behaviours in your organisation, contact us today.