Setting your employees up for success is as easy as making sure their first day runs smooth. A big part of that is on-boarding processes and procedures.

Setting your new hires up for success from the very first day they set foot in your business can help you with your employee retention. All too often we hear that people don’t stay at their jobs because the first day they started at a business they didn’t feel that they had support, guidance, or structure.

Having processes in place to help with on-boarding, continued support, feedback, as well as having the right people managing makes a huge difference in how employees feel and if they will stick around long-term.

Why is on-boarding and continued efforts to train employees so critical to their initial and long-term happiness?

It shows that you are invested in them from the start and throughout their entire careers, which promotes a positive relationship with you and your business.

Creating processes that make it seamless and easy for your new hires to get started can really show them that your business is invested in them and excited to have them as part of the team.

This feeling of support right from the start helps create and solidify your great company culture and gives a new hire a sense of support, care, and attention. These feelings go a long way in creating internal cheerleaders- the people that work for you that work to help keep others happy and motivated, help support business initiatives, and help recruiting efforts.

On-boarding processes are there to help get a new hire familiar with their job role, the company and culture, and the overall way the business is run as well as give the new hire the tools they need to do their job efficiently.

It opens the communication lines too.

Continued support can keep employees engaged, motivated, and happy. Continued support can look like a few different things and we encourage you to consider incorporating a few of these ideas (the more the merrier!)

First, create standard career paths for each of your job roles and be sure to clearly communicate that with your new hires. Show them how they can advance in the company and discuss this roadmap at each touch base.

This leads us to our second point, have touch bases and reviews and have them often. It’s not enough to do a yearly review – consider adding a few more formal and informal touch bases into a year.

Third, have open communication between departments. It helps to promote more of a team feeling and an environment where departments work together instead of competing. When communication channels are open and encouraged, it makes your employees work together harmoniously.

And lastly, have an open door. It may not be you that employees should see often, but whoever it is needs to have an open door policy that allows for people to come with concerns and questions.

Your leaders can make a difference, too.

If you’ve ever had a bad manager, you know exactly what we are talking about.

Some people may be great employees but aren’t equipped to manage and lead people effectively. Good employees leaving because those managing aren’t effective or empathetic can mean more money out of your pocket.

It’s costly when someone leaves and it’s even more costly to replace a great employee – so don’t let bad management be the reason good employees leave.

A big tell of having the wrong people in managerial roles is turnover. Is there departments that have higher turnover? If so, look to see who manages that and if they are effective. Creating a company culture that your managers exemplify and operate under creates happier employees. If your managers aren’t cutting it, it may be time to consider a change.

Keeping your employees engaged and motivated by investing in development keeps them happy, satisfied, and working for you.

A great employee is happy and motivated to work for you, and part of keeping them that way is the right processes and procedures including on-boarding and continuing education. Another big part of that is finding the right employee to fill an open position at your company.

At GTR, we take a holistic approach to recruiting and staffing and it’s a big part of why we have seen success over the past 17 years.

At GTR, it isn’t about quickly filling the job with just anyone, it’s working together with our clients to determine the right kind of candidate, find multiple candidates that are suited for the job, and helping our clients get the most qualified person in their doors and hired so business continues on as normal.

If you want to know why the GTR way has been so successful for the past 17 years, contact us today. We’d be happy to talk to you about what we do and why we do it.