How a new hire feels about your company can have significant effects. When a new hire is unhappy, it could have negative consequences. One study shows that 20% of new hires are unlikely to recommend their employer — a bad sign when it comes to recruiting new talent.
However, a happy new hire could mean faster and better production, glowing company reviews, and longer employee retention.
There are many factors that influence how a new hire views your company, but an overlooked aspect is your company culture and how a new hire feels they fit with your company. This is why making your new hires feel a sense of belonging with an effective onboarding process is a growing trend, particularly for remote workforces learning to adapt to virtual connectivity.
Fortunately, making new hires feel like they belong isn’t difficult to do, and it could even speed up the onboarding process. The sooner your new hire feels comfortable, the sooner they’ll start producing at a high level.
For any hiring managers looking to improve their new hire retention, here are some tips that can help your new employees feel like they belong with your business.
Start By Setting Up A Safe Space
Employment trends have shifted dramatically over the past few years, and workers have suddenly found themselves in very high demand. While this is great for anyone looking to get a job, it means that potential new hires can be pickier with where they land.
Because workers can quickly find a replacement for their current job, you need to make sure that your company doesn’t do anything that could push new hires away. In terms of cultivating a sense of belonging, this means setting up a safe space for new hires.
A “safe space” might be difficult to think about, especially for remote workers. So, consider any parts of your company culture that might be considered hostile or toxic to outside observers. Are these parts of your culture that could steer someone away? If so, then you’ve failed to set up a safe space for new hires.
To build a safe space for virtual team members, provide digital resources that can help lost new hires. This can include everything from access to counseling to a clear process for dealing with workplace issues.
A safe space mentality can also work wonders for your company culture by helping you retain your existing talent.
Connect New Hires With Other Employees
While remote work has made many employees more flexible and satisfied with their roles, we inevitably lose organic connections and camaraderie built in the office. By connecting new hires to other team members serendipitously, managers create a sense of truly belonging for new hires within an organization.
The good news is that there are ways to organically form social bonds within your organizations, including connections with workers from different teams. Tools like LEAD.bot easily integrate with Microsoft Teams and Slack and make intentional and meaningful connections among employees within your organization.
The benefits of using tools like LEAD are twofold. Not only does your new hire feel a stronger sense of belonging by forming connections, but you can kickstart cross-team collaboration – something that has become increasingly difficult due to virtual workspaces. New hires may also feel more comfortable discussing any issues if they form stronger connections with other employees.
Check-In With New Hires And Help Them Find Their Voice
What does your employee onboarding process look like? Do you regularly meet with remote new hires to check-in?
When you hire a new worker, block off time each week or so during their first three months to check-in with them. Remember, they’re new to your company’s system and may not know who to contact if they have any issues. The feelings of being left out or not heard may cause them to quit, which impacts your employee turnover rate.
However, regular check-in can mean walking a fine line between ignoring your worker and micromanaging. Think of yourself as a resource to your employee and let them lead check-ins. This can help them build confidence within their new role and your organization.
Let New Hires Be Themselves
You screened applicants, went through the interview process, and sent an offer to your new hire. During this process, you came to understand who the new hire is – so, let them be themself!
Encourage new hires to approach their day-to-day tasks how they choose. This gives new hires the comfort they need to settle into a role and can make them feel more empowered with their work. When they feel empowered, they begin to take ownership over their work – a sign that they feel like they belong with your organization.
Letting new hires be themselves can help you avoid the pitfalls of micromanagement, too. You hired the employee for a reason, so let them grow into their role their way.