This employee retention speaker and employee retention author has seen more information about regular “check ins” as part of the performance management process. Those check ins seem to focus on how to regularly touch base with an employee after they have been in the organization for a while. Often, we fail to build in regular check ins during the assimilation phase shortly after a person joins the organization. After all, if you can’t retain the person during the first 90 days, how can you do regular check ins in the future!
This employee retention trainer likes to do assimilation check ins at several intervals.
- A check in to see if the person is set to go and ready to join the organization post acceptance of the job but prior to starting the job. This helps to increase the likelihood that they will show up on the first day…seriously. Often, the soon to be employee gets cold feet and either backs out or takes another job. This pre-start check in helps to prevent that from occurring.
- The next check in should be at the end of the first day. The first day is always tough for a newbie. This employee retention speaker doesn’t care if you are someone on the production floor or in the front office. Meeting new co-workers, the initial barrage of information and the new setting can all contribute to a state of mind that has the new employee wondering. Talk to the new person. See how they are processing all the information and make sure that all is good. If not…then act to ensure the person does not become a turnover statistic.
- At the end of the first week. This is a great time to give the person feedback on how well they are learning their job, find out if they are getting acclimated and see what questions they have. Then, tell them you will see them on Monday. This reinforces that they ARE coming back. It’s a small, subtle detail that matters.
- At the end of 30 days. By this time the person should be starting to feel comfortable. If not, something is wrong and you need to probe deep because the first 30 days is a critical time when employees think about leaving
- Regular intervals during the next 5 months. Not only does this drive employee retention, it improves productivity and quality so you are maximizing the investment you made in the employee.
Regular check ins aren’t just a formality. They’re an important tool in your arsenal to keep people during that crucial first 6 months. It’s a great time to show the employee that your organization believes in C.R.A.P…Caring, Respect, Appreciation and Praise. C.R.A.P. Works! So do regular check ins!