The Red Carpet Treatment
The First 90 Days The Red Carpet Treatment
Remember your first few days at your present job? Were you
excited? Nervous? Did you worry about your ability accomplish
the tasks given to you or the impression you would make on your
new co-workers? Perhaps you were concerned about the impression
your new co-workers would make on you.
You would not be alone if you were feeling a little lost during
your probationary period. Many people do. Since you know how it
feels to be "the new kid on the block" you may be the perfect
person to welcome other new employees to the fold. Regardless of
your job title, you can help to make the difference between
whether a new recruit stays or leaves within the first 90 days.
Studies have consistently shown that each time an employee
leaves it costs between 50% - 150% percent of that employee's
salary to replace them. Companies often find that much of their
voluntary turnover happens within the first 90 days of
employment. If this is the case in your company, the first thing
to look at is your hiring process. Are you hiring people who fit
with your company's culture? As Joan Brannick, Ph.D. and Jim
Harris Ph.D., authors of Finding and Keeping Great Employees
say, "Employees can find a job anywhere, but they commit to and
want to remain with an organization whose culture they connect
with."
If you are convinced that you are hiring the people who "fit"
with your company, then it may be time for The Red Carpet
Treatment. Traditionally, a red carpet is laid out as a
welcoming symbol to dignitaries in other countries, or
superstars attending award shows. Why not treat your new
superstar's arrival as something truly special by setting out
your own red carpet? Here are some immediately applicable ideas
you can use to welcome your new recruit to the fold.
Before The First Day
Send a letter welcoming your new team member to the fold.
Include an agenda for their "premiere day" and an invitation to
have lunch with the boss.
Dwayne Clarke of Aegis Corporation sends letters to the family
members of senior executives he brings on board. He welcomes the
family to the company and lists specifically the qualities their
loved one possesses that got them the job.
Be sure to set up realistic expectations of what the job
entails. As Brannick says, "If you are losing people during the
first 90 days The problem could be that you are creating
unrealistic/inaccurate expectations during the recruiting/hiring
process that are NOT met during the first 3-4 months on the job."
Prepare your current employees for their new co-workers
arrival, asking them to be particularly encouraging and
supportive.
Survey your current employees about their first day on the job.
What would have made it special? Make preparations using their
suggestions.
The Premiere
Be ready for your new superstar's arrival. Don't leave them
waiting out in the hallway alone for 15 minutes while you take
care of other business.
If you, as their supervisor, do find yourself involved in other
things when they arrive, appoint an ambassador to welcome the
new recruit with a smile and a cup of coffee.
Why not literally lay the red carpet out? Go ahead, have some
fun!
Plan to spend the first part of the day with your new person.
Go over the agenda you sent, make changes as needed - plan your
day together.
Make it clear this is a special day. Serve refreshments and add
a welcome sign to the front door.
Post the person's photo in the employee break room. Having a
book or board with other employees' photos (or at least
department heads) will enable him/her to get to know names
without being put in the embarrassing situation of having to ask
twice.
Have your new team members work area prepared. Do they have all
the office supplies they need? How about a list of contact phone
numbers? Flowers or balloons on the desk or locker for the first
day would be a welcome touch.
Provide free lunch for a week.
Offer a form that the new employee can voluntarily fill out,
listing their hobbies and favorites. In other words, find out
who the person is as a human being. Then be sure to introduce
him/her to other co-workers with similar interests.
Orientation
Take a look at your orientation process. Are you guilty of
showing boring training videos and calling that orientation?
Strive to make your training process more effective. Use real
people. Take your time. A good orientation can not be
accomplished in 1 day.
Make it fun. Turn your orientation process into a game show
format with candy and prizes. Send your new recruit on a
scavenger hunt, asking them to collect signatures of other
employees.
If you absolutely must show those boring training videos, at
the very least serve popcorn and a soda.
Or......make the videos fun. According to Nuts! Southwest
Airlines' Crazy Recipe for Business and Personal Success by
Kevin and Jackie Freiberg, new Southwest Airlines' employees get
treated to a video taped rap song led by former CEO Herb
Kelleher during their orientation.
During the first week, check in periodically to make sure the
new employee is comfortable performing their job duties. Listen
to and address their concerns.
Be Friendly and Patient. Use diplomacy when correcting errors.
More importantly, notice the things they are doing well and
praise them out loud.
Ask your new recruits to evaluate the orientation process and
strive to continually improve it.
Co-worker Support
Remember the Welcome Wagon. When a new neighbor moved into a
community, a smiling face would appear at their door with a
basket of goodies and a warm welcoming smile. When a new
employee joins your company they become part of your community.
Why not bring the Welcome Wagon concept back on the job? When
people work together for a long time, there is a tendency to get
close. This is a good thing, except that it makes it difficult
for a new employee to feel part of the group. If employees are
leaving your company within the first 90 days, exit interviews
may reveal that they simply did not feel they fit in. Current
employees can do a lot to change that perception and ensure the
new "community member" feels immediately welcomed.
Establish a red carpet committee. These are current employees
who volunteer to be ambassadors for new employees. Hold a
brainstorming session and come up with as many ways as you can
to make the new person feel special during their first 90 days.
Put together a "Welcome Wagon Basket." Include the fun stuff -
a list of nearby restaurants, fun toys for the office, snacks,
humor, etc. Get creative. Have one of the Ambassadors deliver it.
Assign an Ambassador to your new employee. Post a sign that
states "Your Welcome Ambassador is....." at their work station.
The Ambassador should proactively check in with the employee for
the first 30 days, invite him/her to lunch and introduce him/her
to other co-workers and customers.
Ambassadors should be upbeat and positive about themselves, the
company and the job.
Host a monthly potluck or breakfast to welcome new employees to
the fold.
Ask co-workers to make a positive memory for new employees. For
instance, provide post it notes