Remember when people used to work in the same organisation for 25 years and receive a mantelpiece clock by way of congratulations?
Well yep that (mostly) seems a thing of the past.
On the one hand people exercise their choice/freedom, and on the other hand people understand when they are being treated well, and when they are not.
Recruitment is timely and costly.
When you invest in a new recruit emotionally and financially you want them to STAY (presumably or review your recruitment processes).
It costs an average of £3k to £12k to recruit for any role in the UK. This is not even taking into account lost productivity while people train up for the role. It is likely a very conservative figure.
So, when you offer a job to this wonderful, enthusiastic and motivated new member of staff, what can encourage them to STAY?
1.) A genuine warm welcome. I have heard stories of people turning up for their first days at a new job and nobody expecting them. That is a very damaging first impression. I encourage anyone who is inducting new employees to take 30 minutes to put yourself in the shoes of a new recruit (and the nuances of the role/organisation/current challenges) and write down everything you can do to support them in their first few hours and days. Remember that we form judgements very quickly, especially when we are weighing up our decisions and choices. Everyone starting a new job will be wondering if they have made the right choice - make sure this becomes a huge massive resounding YES.
2.) Get to know them. Of course you have to chat about work some of the time. But get to know about them as an individual, not just as their role. Work is just one aspect of our lives, and if you understand the wider context from early on it will do wonders for your connection with that employee.
3.) Have a chat about mental health and wellbeing. In all of my clinical work with leaders and organisations I offer this advice consistently. It is always EASIER to introduce these discussions from day one. Let your new employees know that you regularly check in. Normalising these conversations will SAVE YOU in many ways for when the going does get tough for an employee. You will have created a safe container and structure that is ready for them when they need it - when they need to ask for more support or tell you they are struggling. I recommend using the Wellness Action Plan (WAP) as a structure. It can really help people feel safe and sitting side by side with this print out to look at makes it a lot easier for some people to talk about mental health. Every step of the way ask, check in and ensure that these conversations are always held compassionately.
Relationships = Retention
Remember this:
‘New data suggests that for almost 70% of people, their manager has more impact on their mental health than their therapist or their doctor—and it’s equal to the impact of their partner.’ (Forbes).
This is the incredible impact that leaders have on us. There is absolutely no escaping this fact.
If you want to learn more about compassionate leadership, check out my online course https://drelainesmith.thinkific.com/.
Thanks
Elaine
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