1. Design and Maintain a Clear Onboarding Process
Expectations, rules, and initial feelings on a company are all established during the onboarding process. If employees feel that clear expectations weren’t set or that the learning style you’ve put in place for them is too casual, you run the risk of losing them. The best way to make sure your process is helping new employees is by constantly communicating with your staff and making updates to the system based on their feedback. Your employees are such a great (often untapped) resource. Make sure to consider their opinions! Simply asking an employee how they are feeling about their position will leave them happier than they were previously because they feel nurtured.
2. Follow the Leader
Your competitors are some of the best teachers around. What are they doing to maintain their talent bench and existing staff? In the age of social media, it’s easy to see what kind of company cultures and recruitment brands are being showcased by searching for a Twitter, Facebook or Instagram presence.
3. Train Employees Well
The importance of proper training can’t be underscored enough. Training serves many purposes, but here are two you should definitely be considering. First of all, training shows employees that you are willing to make sure they are comfortable and confident in their new position and therefore give them the tools to succeed. Secondly, it shows that you are investing time and care in their success, which leaves them with a positive outlook on your company.
Long-term employees also benefit from new training. It revitalizes their passion for the job and keeps them on the edge of their industry. Engaged employees are happy employees and happy employees stay with their companies.
Ultimately, businesses are about the bottom line, and go2HR really sums it up perfectly. “Consider the cost of turnover. With one fewer worker, your company’s productivity slips. Sales decline. Your current staff members are required to work more hours. Morale may suffer. To find a replacement, you spend time screening and interviewing applicants. Once you hire someone, you need to train that person. The cost of staff turnover adds up. Figures vary, but it can cost as much as $2,500, depending on the position, to replace a frontline employee. That is a hefty price to pay for not training staff.” We encourage you to check out their full blog, which provides even more benefits to effective training.
One commonality that is constant when it comes to employee acquisition and retention is getting feedback. Feedback is crucial during onboarding, training and in daily operations. Make sure to utilize the resources you have at your disposal in every way possible and that will translate to a top-notch employer brand.
Looking for some tips on boosting your employer brand? Subscribe!