There’s no more critical time for a new recruit than the onboarding process. Employee recognition in the onboarding process can make all the difference – let’s explore just how that can happen.
As a new hire, it’s also an incredibly overwhelming time. However, as the employer, it’s your turn to shine. You told them why they should work for you during the recruitment process, but the time to show them they made the right decision is during onboarding.
Why is Adding Employee Recognition in the Onboarding Process Important?
So why is it so important to show them right away? According to statistics, as many as 33% of employees quit their job within the first 90 days of being hired. That means a lot of wasted time and money for the employer, who now has to start from square one.
But building enthusiasm for your company and the work the employees do is a great way to get them past the 90-day mark. And building that enthusiasm can be done by including employee recognition in the onboarding process.
Below are our best ideas for celebrating your new employee and when to help them adjust to your company culture and decide to stay.
You know what they say about first impressions: they matter a lot, and you can never have a second chance to make one.
Before your new hire’s first day, ensure you have communicated with key people in your department and company to send a welcome message to the new hire before they even enter the door. Have them introduce themselves, what they do in the company and how they can help the new employee acclimate easier.
Also, hang a personalized sign in the new hire’s workspace and have some company swag waiting for their arrival. All this makes them feel welcome and part of the team while they fill out their paperwork and settle in.
By this point in the game, your new hire isn’t so much the “new kid” anymore. They’ve probably started taking on the responsibilities of their job on their own by this time. And they’ve also probably already decided whether the job is for them or not.
While they seem to have caught on to their work and are dealing with it well, don’t underestimate the power of a quick check-in to return to some basic questions, such as:
- How are things going?
- What are some successes you have to celebrate?
- What are some barriers you’ve found between you and success?
- How can we support you better?
This is also an excellent opportunity to get to know the new hire better and what makes them tick. Knowing what makes them tick makes personalizing ways to recognize their hard work easier.
This is the critical time when nearly one-third of employees decide whether they want to stick with the job. They have become more settled in their role, but they are still onboarding in many ways.
During this time frame, make sure you are recognizing employees who meet or exceed expectations in their role or exemplify the company vision and mission. This can be done by acknowledging the employee during team meetings. You can also have one-on-one conversations via email or during check-ins to let them know they are doing good things in your company.
Never underestimate what a quick word of praise can do to make someone feel valued in the company.
By this mark, your employee is hopefully feeling more at home in their role and on their team. They are probably reaching their initial goals and playing a pivotal role in long-term projects with their team.
At this point, you should have the usual employee recognition initiatives in place, so they know what goal they’re hitting next. This will help them feel more connected to the organization knowing they are working toward something.
After a year, it’s time to celebrate their place in your organization. Keep them excited about their accomplishments and engaged in the work to come by acknowledging them in a personally meaningful way. That could mean a special lunch or reception with their team to mark their 1st anniversary, or it could be a gift that is meaningful to them.
Practice Onboarding the Right Way
Making sure employee recognition is part of your standard practice from day one could mean the difference between high turnover rates and employees who are engaged and excited about their work. It can be easy to fall into the same routine and make costly mistakes in your onboarding process. Don’t rely too heavily on shadowing, have open lines of communication to protect your employees emotionally, offer ample training opportunities, be open to change and improve your process, and don’t wait until the first day to start onboarding.
We would love to partner with you in making this happen! Contact us today to discuss how CoreCentive can help you include employee recognition in the onboarding process and beyond. We’re looking forward to working with you!