Putting out the welcome mat

It’s becoming clear that an important solution to the skills shortage is to make sure you hang on to those good people who walk in the door. NAOMI SIMSON

Naomi Simson

By Naomi Simson

I have mentioned in this blog before the fact that it has been determined that a third of people will decide in their first month if they are going to leave an organisation. Yet the numbers I got from the Human Capital Institute in the US recently are even more alarming. It claims that 87% of new employees make up their minds in their first six months if they are going to stay.

Clearly the on-boarding or welcoming process is critical. (I have blogged before about the importance of people being attached to an organisation – before engagement could be possible.)

Welcoming people is not about completing forms or reading induction manuals, it is about creating relationships as soon as you can – from the moment they give a verbal yes… (they become a RedBallooner).

While a formal process is very important, it is the authenticity of the program, the true welcome that makes the most difference. Newbies need to know that they are part of something, they have come to the right place – and they feel that they fit and can contribute and are listened to from day one.

“The results are clear; helping new workers integrate into an organisation is the single most important factor linking an organisation’s talent brand and talent retention” Dr Ross Jones HCI.

Managing people’s professional (and personal) transitions can have the most impact on retention. Professional transitions such as on boarding, promotions, transfers, foreign assignments etc are important or very important for 83% of respondents. These are stressful times for people, and the easier an organisation makes it for the employee, the greater the employee engagement. Just getting it right and treating people as people, not a number, makes a difference.

This is equally important for personal transitions – maternity, illness, death of a loved one, family emergencies are very important to 82% of employees. The sincerity of supporting people in tough times can have a huge impact.

It reminds me of something my father used to say: “Do unto others as you would have them do to you” … treat people as you would like to be treated yourself.

Have a process, but don’t let the checklist get in the way of creating a relationship with your newbie.


Read more about brand engagement


Naomi Simson is the founder and CEO (Chief Experiences Officer) of RedBalloon Days, Naomi is passionate about pleasure! Backed by enthusiasm, energy and drive and recently named one of Australia’s best bosses (Australia’s Marketing Employer of Choice), the Entrepreneurs Organisation (Sydney Chapter) President 2007 – 2008 and mother of two, Naomi also inspires others as a regular speaker, writes a blog and has recently completed her first book .
To read more Naomi Simson blogs, click here .


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