The time between offer acceptance and a new employee’s first day on the job site or in the office is critical. How they feel about the company structure, policies, and culture will likely be heavily influenced during this time, which can have huge implications for their potential retention rate. There are a few simple yet effective ways to ensure that new employees feel like they are part of the team even before they start.
Once your candidate accepts the position offered, it is time to begin the process of onboarding them into your construction company. The period between then giving notice to their current employer and joining your company is when they at most vulnerable. They may be given a counteroffer by their current employer, which could lead to second thoughts and uneasiness or fear of moving into a new opportunity. They will be leaving their work family, which has likely been a familiar and stable support system.
Due to the myriad of emotions that are typically felt during the transition period, it is imperative to keep in close contact with your newest staff member. Consider connecting them to a work mentor by setting up a casual meeting over lunch prior to their first day. This will allow both the new mentee and mentor to begin establishing a rapport.
Have everything ready for their first day, including equipment, gear, and any other work-related materials needed. Many companies are now sending the bulk of the onboarding paperwork and materials prior to the official orientation. Consider including some company swag, such as a T-shirt, coffee mug, reusable water bottle and pen to complete that paperwork with. You would be surprised how much of a retention-builder these small things can be!
Make the entire onboarding experience a team-building experience. Remember, bringing someone new onto the team is a transition for everyone. Introduce the new colleague on social media and appoint someone on the team to be their “brand ambassador.” This individual should be available to help with everything from explaining the basics of the company culture, to helping them find backup supplies and the best lunch spots nearby.
Onboarding does not end in the first week or month. Make sure you stay visible and available; schedule regular check-ins with your new employee, as well as his or her manager and mentor through the first six to twelve months. When organizations develop comprehensive onboarding plans that begin at offer acceptance, retention rates tend to be higher and employees are generally more content overall.