It’s no secret that employee integration is an issue. In North America alone, statistics show that over three million Americans walk out of the door each month – and they don’t come back.
What is it about employee integration that businesses struggle with?
Is it one thing or many things?
Is it possible for an organization to create the perfect employee integration strategy and execute it flawlessly with each new hire?
In this blog post, I’ll address these and other questions. If you’re an HR professional looking for ways to enhance your new hire onboarding program, or if you’ve decided to start afresh and build something stronger, more effective and efficient, this blog post is a great starting point. Here are five things that top companies do well when they on-board new hires.
1. They have a plan for employee integration
While it’s obvious that you’ll need a plan for onboarding new hires, there is usually a disconnect between employee integration programs and what new hires really want. In LinkedIn’s Inside the Mind of Today’s Candidate case study, 14,000 professionals across the globe were surveyed to find out which onboarding techniques they most preferred.
72% of respondents rate one-on-one time with their direct manager as the most important onboarding requirement. An introduction to company culture and values is something that 52% want, and also makes the top four most important elements that candidates value.
When you create your plan, be sure to focus on creating a balance between practical on-the-job activities such as scheduled one-on-one time with direct managers, exposure to the leadership team, on-the-job training and shadowing, outlining performance goals and the metrics that influence them, and cultural immersion activities such as team get-togethers, where your employees are able to rub shoulders with colleagues.
2. They understand that people are different
Over a decade ago, a new generation of employees entered the workforce and began to cause a stir. Millennials an ambitious and focused generation that want to learn more and be better.
Now Generation Z has entered the workforce. There’s a lot of speculation about the best ways to integrate Gen Zs, and whether they are as ambitious as their predecessors. One thing is certain though: most organizations employ a combination of Baby Boomers, Millennials, and Gen Zs.
The question is: how do you handle different generations and their aspirations, and ensure that your employee integration plan is effective?
Employee integration should always follow a set structure, and the structure of your program should be something that new hires understand. When it comes to welcoming new employees, regardless of their age, the single most important thing you can do is get them immersed in your company culture.
Show them the best examples of teamwork, responsibility and accountability, and make it easy for them to connect the dots between where they are as new employees and how they can fit into your organization by assimilating into its culture in a way that plays to their unique personality traits.
3. They make connections
Joining a new organization is like starting out at a new school. You don’t know anybody, you have no friends, and break time is a painful experience. According to survey results, 52% of respondents want to receive a list of all co-workers who they should meet, or want to have a meeting set up on their behalf.
As an HR professional, you can help make your new employees feel right at home from day one by finding out how they’d like to meet their co-workers. Presenting a list or arranging a meeting in an informal setting shows your new hires you value them.
4. They help their people grow
‘I left because there was no room for growth’ is one of the most common statements when employees leave. Of course, not everyone can or wants to be a manager, but most employees still want to grow. And in today’s competitive job market, technology is making it simpler for your top talent to find new ways to grow. The gig economy is now a real threat to retaining your best talent, and few organizations know how to deal with this challenge.
Creating your organization’s version of an internal gig economy is not as complex as it seems. For example, vi’s Gigs and Intrapreneurship solution gives organizations a platform to promote projects which require unique skill sets to their existing talent pool. This makes it possible for skilled staff with itchy feet and the desire to contribute more to channel their energy back into your organization instead of elsewhere.
5. They measure and manage
Much has been written about the best way to provide feedback to hungry employees. Elements such as the frequency and ratio of formal and informal feedback definitely matter, but keeping track of all feedback and making sure it happens on time isn’t always simple.
Top organizations make a point of embedding regular feedback sessions and real-time performance reviews into their integration plans.
Building a successful employee integration plan requires a host of different elements. Chief among these are structure, a good understanding of employee diversity, helping new staff create meaningful connections with co-workers, giving them the opportunity to grow internally, measuring performance, and managing feedback.