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Onboarding has become a bigger and bigger thing in most organizations now that they realize the first 30 days is crucial to the retention of new people in the organization.  As an employee retention speaker and employee retention author, I recommend regular “check ins” with employees in general but in particular with new employees.  Why is that?  During the first 30 days is the time that employees are going to most likely decide they are going to leave the organization.  That first 30-day experience sticks in their minds and they start to evaluate if they want to remain with the organization long-term.

Most recently, I was having a cup of tea at a local Starbucks and I witnessed a trainer telling the new employee she was just “checking in” and she was going to take her through a new procedure and that she was there for her to help with the learning.  Wow…this trainer gets it.  It wasn’t just about throwing the person in and seeing if they survive, they were actually there checking in and helping make the learning process easier so the employee will succeed in their new role.  During the training, she explained the process step by step and had the person do the tasks.  The trainer then gave her a few tips and had her try it again.  You could see the person’s confidence grow.

In some organizations, the person would have been thrown in and if they didn’t get it, someone would correct them (maybe not very constructively either) and then walk away and see if the person screwed up.  If they didn’t nothing was said.  If they did screw up, someone would probably chew them out.  The old “sink or swim” approach at work.

With the new way, the process was designed to check in early, see how they were doing, correct any issues, monitor the extra training provided and then reinforce what took place.  This second method is far more effective to ramp a person up to full productivity faster, help the person be successful and send the message that you care.  As an employee retention trainer, helping people be successful and show them you care.  This is a far better way to improve employee retention.

Check ins can be invaluable any time during a person’s career to help them grow, find out what issues they are facing and see how things are going with them.  All of those things enable a leader to make interventions that can prevent a person from becoming a turnover statistic.  Those little things aren’t time consuming and the time spent is well worth every minute developing and retaining employees.  Check ins are a great way to give your people C.R.A.P. (Caring, Respect, Appreciation and Praise) and, as we know, C.R.A.P. works!