Wednesday, October 2, 2002 |
Do not make the first day on the job a blind date By GREGORY SMITH Remember your first day on the job? Was it a good experience? Many organizations treat new hires poorly, or even like they have a disease. If your business is suffering from high turnover consider the first impression new people receive about your place of business. Employee retention begins the first day on the job. In the larger scale, the first week on the job determines if a new employee stays or quits 90 days from now. The first week at work should stand in the memory of the new hire as a positive event-a celebration that makes him or her proud to have chosen this organization. Consider these alternatives. Club-1230: The Boys and Girls Club of America have a unique way to improve retention in their Atlanta office. Once a week, they gather to meet and greet new employees and share news of the good things happening in the organization. This helps tear down silos, improves communication, and makes everyone feel part of the same team. Lunch Bunch: In addition to Club-1230, a group of people are appointed as the "lunch bunch." Their job is to travel around the office inviting employees to eat lunch with them. They particularly target new employees and people working in other departments. This is an excellent way to build loyalty and team spirit. Each month a new group rotates as the "lunch bunch." It is important to build relationships with coworkers during those impressionable first few days on the job. There are steps to take to ensure the first few days at work are successful, and to eliminate resignations caused by unintentionally thoughtless behavior. Before the First Day of Work Appoint a person to call and welcome the new hire. If they are a teenage--call their parents and welcome them aboard. Have the new hire fill out forms on the company intranet if available. Send a form of greeting such as a card, welcome basket or other gesture. The First Two Days at Work Have a group of key employ ees sit down with the new person to discuss what it is like to work there. Everyone benefits: the new hire gets a support network, and key employees build their leadership skills. Take a digital photo of the new person and create a flyer to hang on the wall about his/her hobbies, experiences and background information. Have a company T-shirt and/or company mug ready for the person. Have business cards ready. Take the new person out to lunch to meet the team. Have a welcome sign signed by the team. Gregory P. Smith, author of "The New Leader" and "How to Attract, Keep and Motivate Your Workforce." He speaks at conferences, leads seminars and helps organizations solve problems. He leads an organization called Chart Your Course International in Conyers, Ga. Phone him at 770-860-9464 e-mail greg@chartcourse.com. Information and articles are at www.chartcourse.com.
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