Making New Employees Successful Faster
Unemployment is still climbing; the number of unemployed workers is currently at its highest in a quarter century. But just because companies are eliminating positions doesn't mean there aren't positions available. Plenty of positions are left open as employees take advantage of the job market to make career changes.
Here is what may be a bigger problem then revealed by the data showing unemployment is still climbing , a bigger problem than we might realize: retaining successful employees during these tough economic times. In reality, companies are still hiring and filling vacancies as their best employees leave to explore other jobs.
Although the job market is saturated with candidates, supervisors still often encounter a long process to find the right candidate to fill a position --- and when they do find that person, the department may have been operating for weeks without a full staff. This can leave supervisors and managers with the feeling of "I need a vacation!" The problem is, they are taking "stay-cations" --- sticking grittily to the job and working double time. This is the time when they should ask themselves whether their own productivity is waning and customer service is lowered.
When managers and supervisors are overworked and burned out, many new employees start their new jobs greeted by the old "trial by fire," without any orientation or training. This is especially true of new-hire supervisors who are expected to jump into the job on day one, it can quickly lead to new-hire burnout, turn-off and checkout. In some industries, a company is lucky if a new employee makes it past the three-month mark.
There is a strong case for a three-pronged approach using training, HR and managers/supervisors. These three entities can work together to ensure that new employees get off to a good start. With the cooperation of these areas, the supervisor, the employee and the organization benefit in both the short and long term.
Does your organization's orientation go beyond the traditional introduction to organizational values and culture, policies, and departmental-specific training? Training should focus on areas that will help new employees become productive for the long term. Although some organizational leaders don't want to invest in this type of training upfront, it is actually one of the best strategies an organization can employ to retain the best and most successful employees. Such investment signals to employees that you value them and their potential for contribution.
Consider offering training for new employees on communication, leadership and coaching, customer service, goal-setting, and more. Communication Strategy offers a complete suite of training courses in these areas and others, and we can help you create a plan for gaining employee support for a training plan to maximize time and resources.
We can support your staff to able to answer a resounding " yes " to one of our key " Employee Engagement " survey questions : " In the past year , I have grown professionally more than any other year. " Fully engaged employees are more likely to stay with your firm and produce the results you want and enjoy doing it !
Communication Strategy is a New York City based consulting firm with affiliates through out the United States We assist our clients with learning programs that are available in workshop , on-line and blended formats in areas such as Leadership and Organizational Development , Meeting and Performance Management , Customer Service Excellence and Employee Engagement.
If you would like to explore how we might be able to assist you please call 212 362 5215 or e mail : info@communicationstrat.com
Contact: David Hellman (info@communicationstrat.com)
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