3 Tips to Lower Your New Hire Turnover Rate

Posted by Sarah Soroka on Dec 16, 2019 9:00:00 AM

In ICS insights, client, icsCHI

The last thing hiring managers would want is the possibility of a new hire quitting. However, we can't dismiss the fact that it can happen. Research has actually shown that the rate of new hires leaving within their first few months has been on the rise. While there may be various reasons for a new hire to end up leaving, much of this turnover rate can be traced back to one thing: the company’s onboarding process or lack thereof.

Onboarding isn't just a way to make sure a new employee understands the ins and outs of your business's workflow. The process is incredibly important and can set the tone for whether or not a new hire will ultimately stay with the company. Those employees who are engaged in a thorough onboarding process are statistically more likely to remain with a company long-term, while those who go through a poorly planned or non-existent onboarding process tend to find themselves looking for new opportunities within their first 90 days.

Build Your Onboarding Program

Setting up a successful onboarding program doesn't have to be complicated. There are a few ways you can implement now to efficiently and effectively bring a new team member up to speed and raise the likelihood of retaining employees.

1. Get To Know Your New Hire

While you may have gotten to know your new employee during the interview process, it's critical to continue getting to know them once they start their new position. When onboarding new employees, take some time to sit down with them and go over:

  • Their strengths and weaknesses
  • Experiences they bring to the table
  • What they’d like to learn from their position
  • Priorities both inside and outside the workplace
  • Personal and professional values they may have

This eases a new hire into their first few days on the job and can help you get an idea of how best to support them as they get used to being a member of your team. Follow up with scheduled check-ins and feedback to keep the conversation going.

2. Make Engagement a Priority

Whether an employee is new or has a long history with a company, engagement is an incredibly important part of keeping them happy. Work that isn't challenging enough or feels pointless can ultimately lead to employees putting in their notice. However, letting a new hire start with engaging, purposeful work can set them and the company up for success. Consider any interests your new employee may have mentioned during the getting-to-know-you conversation, and assign them work that aligns with these interests.

Of course, one thing you'll want to keep in mind is the amount of work that you're giving a new hire, especially in their first month on the job. Try not to flood them by starting with smaller projects and increasing their workload as they get more comfortable with their new position. Further, you can use your scheduled check-in times to see how they're handling the amount of work that's on their plate, making adjustments as necessary.

3. Help with Making Introductions

Joining an office full of new people can certainly be overwhelming and can often be a source of stress for new hires. To make things a little bit smoother and more manageable for your new employee, take the time to introduce them to the other members of their team. It can be incredibly helpful to state the positions and names of each employee, as well as to go over ways in which the new hire may be working with them in the future. Referencing full names and positions can help someone new to the office remember faces, names, and workplace functions much easier during their first few months.

Build a Lasting Team

Finding the right employees is essential as is keeping them interested throughout their first three months and retaining them for long after. At Infinity Consulting Solutions, we work to connect you with top-notch talent that can bring long-term success to your business. Simply click below to get started today!

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