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Starting a new job is one of the biggest transitions a person experiences. The way you welcome a new employee to your team makes a crucial first impression – and sets the stage for their future at your company.

You worked hard to hire this person. So, work hard not to lose them. Studies show that, on average, 25 percent of new employees leave within 12 months of being hired. And the average tenure of employees aged 25 to 34 is just three years. Effective new hire training helps you retain top talent for the long term.

Speed to Productivity

Poor productivity opens the door to sinking morale and increasing frustration and an employee’s poor work ethic may stem from a lack of understanding of their core responsibilities. This points back to new hire training: Was it engaging? Or was it disorganized and as a result, left the person confused or overwhelmed?

  • Ineffective training leads to misunderstanding. Present a clear picture of a new hire’s role, as well as company processes, systems and culture. Ideally, you will have gleaned much of this through the hiring process, but now is the time to solidify it and clear up any grey areas. Establish a new employee’s interest in your organization’s goals and missions, right from the start.

First Impressions Count!

Effectively transfer key knowledge to new hires in ways that enable them to quickly adopt, adapt and apply it. Be welcoming, give good instruction, show off your unique culture and encourage feedback. Make the entire experience memorable and engaging.

  • Have clear learning objectives. In addition to grasping organizational culture, these include new hires understanding the role of HR, their direct managers and their colleagues, and knowing how they can develop relevant skills and build their careers under your corporate roof.

Tips for Supervisors

People don’t quit their jobs; they quit their bosses. A new hire’s immediate supervisor plays a leading role in your successful new hire training strategy. Have a new employee’s manager:

  • Make a list of key contacts. Managers should provide their new team member with the names, titles and roles of people with whom they will need to interact. Include common personal ties, such as kids, favorite baseball teams and hobbies they might share.
  • Go to lunch. Have managers take new employees to lunch on their first day, and make sure someone else does the same for their first few days. This can help new hires get to know those key people who will help them succeed.
  • Provide resources. Supervisors should give new hires a list of go-to resources to make their transition easier. These may include annual reports, recent marketing materials, and any relevant documents, links or presentations. A word of caution: Make sure your new employee is not overloaded with too much information all at once!
  • Be accessible. Managers should check in with new hires several times a day and encourage them to ask questions. The more comfortable they are made to feel, the faster they will feel part of the team – and the greater their chances for longevity and true buy in.

Hiring, training and onboarding your winning team is an ongoing challenge. PrideStaff Modesto offers the best tools and techniques to ensure your ongoing progress. Read our related posts or contact us today so we can tell you more about how we can help you succeed.

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