There isn’t always a lot of consideration for how much it costs to hire an employee, but according to a survey by the Society for Human Resource Management, “the average cost to hire an employee is $4,129, with around 42 days to fill a position.” Of course, these costs will vary depending on the position and economics of the local community, but it will still take some of your resources.
Footprints – Training & eTracking Solutions Blog
The orientation and onboarding processes that your new hires go through are simultaneously difficult — both for you and for them — and of the utmost importance. A great orientation sets your hired talent up for success, arming them with the baseline tools they need to get started on the path to success with your business, and giving them the first real insight into what your workplace culture really looks like.
One of the main goals of the employee orientation process is to make each new employee feel welcome and comfortable in their new workplace. Starting a new job is a nerve-wracking experience - everything is brand new and there’s so much to learn and do. However, there are things management can do before, during, and after the employee orientation program to minimize nerves and help each new employee feel like part of the team.
Here are just a few ways you can make new employees feel welcome.
Employee orientation is an excellent opportunity to welcome new employees and make them feel comfortable in their new workplace. However, many businesses struggle with this process, and instead alienate new employees before they even begin working. When companies botch the employee orientation process, new hires go from being excited about a new opportunity to taking on additional stress, making the transition process that much more difficult for everyone.
- We strive for 100% customer satisfaction.
- Unfortunately, regardless of how good our product or service is, we’ll still have an unhappy customer from time to time.
These are two things all business owners and customer-service professionals know to be true. The question is: How do you turn those unhappy customers into happy customers?
Starting a new job is exciting and nerve-wracking, regardless of a person’s age or job title. A new job means new people, new opportunities, and—in many ways—a whole new future. However, it also means having to absorb a ton of new information and training. Sometimes that information overload leaves new employees with a long list of questions they may be too nervous to ask.
Four steps to a better orientation programCreating a new work-orientation program can feel intimidating, even for someone with years of experience. Whether you’re updating an existing program or creating one from scratch, four simple steps can carry you through from beginning to end.
- Outline the motivation for proposed changes. Ask yourself: What is the current program lacking? Does some new information need to be added or does the entire orientation program need a facelift? Research the problems thoroughly before you start modifying it. If you don’t currently have a work-orientation program in place, consider why that may be. Is now the right time to create one? If your company is struggling financially due to a high turnover rate, now is the perfect time to develop a work-orientation program.
- Conduct a focus group and analyze problems surrounding the employee orientation. Talk to current employees about the orientation program. Your employees are the best source of information in situations like this. Their lives are affected by every time a new person is hired and every time someone quits—they’re paying attention and will welcome the opportunity to provide feedback. What do they wish they had learned during employee orientation? What information were they provided that had value, but is no longer offered? What do they feel is outdated? What would they like to see changed? What do they feel would benefit the company as a whole? Do they have any ideas for increasing employee retention? Listen to what they tell you. If you create an employee-orientation program from scratch, here are some topics to include: a brief company history, an outline of the company's structure, the company's mission, a description of the organizational culture, and a list of suggested communication methods. This information is extremely valuable for new employees because it provides a clear outline of their job, and who they can turn to for help.
- Organize data and arrange it for upper management. After you’ve collected information and helpful hints, arrange it neatly and organize it by importance. Include data about employee-retention problems and the possible reasons for turnover. For example: Did anything change around the time the problem began? Was the employee orientation changed or altered? Include all facts and statistics and how the current practices are affecting employee satisfaction. Emphasize the information you obtained from employees and what they feel needs to be changed to increase their job performance.
- Create or update the employee-orientation program. Once you’re granted permission to create a new orientation program or correct the existing program, take your time and ensure that all of the information is accurate, helpful, and easy to understand.
Make sure to provide contact information for the HR staff or anyone else who can be a resource to new employees regarding questions and additional details about common company practices. If you give your existing orientation program a major overhaul, it may be helpful to encourage current employees to review the program so they are up to date as well.
Each step of the new employee onboarding process is important, from the moment they accept the job through the entire first year. Important as the process is, it's not uncommon for steps to be missed along the way. With that in mind, and with the goal of helping you create a welcoming atmosphere, we’ve designed a checklists that provides a step-by-step guide to make the first few days on the job easier for everyone.
In a recent survey about employee turnover, nearly 30% of 1,000 participants said they had previously quit a new job in the first six months. For everyone who knows the staggering costs associated with employee turnover and the effects it can have on an organization, this statistic is more than a little alarming.
Developing and implementing a comprehensive employee training program is one of the strongest investments you’ll ever make for your business, in no small part because effective employee training contributes to a low rate of turnover. Not only will proper training help your new employees feel more comfortable about beginning their new position, it also will set them up with the tools and resources they’ll need to be successful. Equally important, the right training will alert them about any policies or procedures they’ll need to follow to remain in compliance. Here are five steps your company can take to ensure that your employee training program is as successful as possible.