Arrest attrition
REMEMBER the first day at your job? What were your feelings when you stepped into your new workplace for the first time? You probably were very keyed up, and perhaps a little lost and anxious; eager to get on, yet a wee bit unsure about what the job and the office milieu had in store for you.
If so, you are not alone. This probably echoes the sentiments of every recruit during his or her first few days at the new job. It can take anywhere from a week to a couple of months or more for the `new kid on the block' to get adjusted to the demands of his job, co-workers, the office culture and environs. And, the kind of treatment meted out to the new recruit by the organisation and co-workers during this crucial transition period can determine the candidate's decision to either continue in the job or call it quits.
Considering that it can cost a company between 50 and 150% of an employee's salary to find a suitable replacement, it is simpler and far more economical to extend the red carpet treatment to new recruits, and go all out to ensure that they fit in comfortably with the office culture. Here's what you can do to ensure that the newcomer receives a warm welcome into the fold: Do chart out a formal agenda or orientation schedule prior to the arrival of a new team member so that he will not be left to cool his heels while you decide what to do with him.
Send it along with a letter welcoming him into the fold. You could also include an invitation for lunch with the boss as a token of welcome. Check out if the work area and seating arrangements are in order. Do they have some office supplies and a list of contact numbers? Are his visiting cards ready? How about lunch and transport coupons? Keep employee handbooks and instruction manuals handy for the newcomer. Inform your co-workers about the employee's arrival and request them to be particularly encouraging and supportive.
On his arrival, make the employee feel at home. Along with the usual forms, offer a form listing hobbies and interests that the employee can fill out at his discretion. In other words, find out more about the employee as a human being. When making introductions, do put in a special mention to co-workers who have similar interests or hobbies, helping the employee establish rapport.
Your job does not end with the introductions alone. Do spend some time with the new person on his first day. Plan your day together. Go over the agenda that you have already sent. Discuss and make changes if necessary. If there is an orientation session, try to make it as interesting as possible. If you must put him through boring training video sessions, at least liven up the sittings with some refreshments in between.
During the first few weeks, make sure the employee is comfortable doing duties expected of him. Listen to his concerns and address them. A rank newcomer may fumble and make mistakes. Be friendly and patient in your approach, and use diplomacy when correcting errors. Be generous with praise. It can do a lot of good to the confidence of an employee trying to come to terms with a new job.
Reports indicate that much of the voluntary turnover of companies takes place within the first ninety days of employment, corroborating the widely held belief that first impressions play a significant role in an organisation's ability to find and retain talented employees.
During this time, newcomers are often quietly sizing up the organisation and testing waters to see if the job is an ideal fit. Not surprisingly, organisations that make them feel wanted and welcome are the ones they choose to build their careers with.
BINDU SRIDHAR
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