In the Era of the Great Resignation

We need to create a positive onboarding experience. It’s important that employers engage new hires right away for a lasting employee.

By MOLLIE WITT, Venterra Realty

A hot topic in the world of any business right now is the “Great Resignation.” If this term is new to you, it refers to the large number of employees who have been resigning from their jobs in 2021.There are many reasons team members are leaving, but more importantly, this phenomenon has left many businesses in our industry, and beyond, with open positions.

Once open positions are filled with the right candidates, we want to make sure their experience starts out on the right foot. Onboarding a new employee is arguably the most important time in an employee’s life cycle. It can also be the most overlooked opportunity to really create a meaningful experience. When we get this right, there are so many benefits both for the employee and the team.

When we rock out at onboarding, we have lower turnover, higher career effectiveness, lowered stress and more cohesive teams. So, in order to start that engagement as s oon as possible, here are some tips and tricks to really wow your employee during their onboarding.

Start onboarding before day one!

Scott Wardell from Smart Recruiters understands the importance of beginning onboarding before the employee actually starts. “This one sounds like a no-brainer, but you’d be surprised at how many companies wait until the last minute – or the day of – to start onboarding a new hire. The fact is, the sooner you begin, the more up to speed your new employee will be before they start.

It’s important to consider your employer branding – if you’re giving new hires the silent treatment between the offer letter and their first day, you’re already sending them the wrong message. Personal touches like an email that walks them through their first day, a welcome pack with a personal note or card or even a phone call from a manager, can help ease anxieties.” We need to create a positive onboarding experience. It’s important that employers engage new hires right away for a lasting employee.

“Perk-Up” their first day!

The period between the offer and their first day can be quite stressful. Their other company may want your new hire to stay, they could have other offers coming in and we want them to choose us. A quick email with a $5 Starbucks card to “perk” up their morning could help to keep them engaged from the time they accept the offer to their first day. This is a great way to have them experience your company’s vibe before they even report for the first day. Starbucks gift cards can be sent via email or text – and will surely make your new candidate smile!

Let the new employee know the team is excited for them to join!

Send a quick email with a photo of the team waving and welcoming the new employee. Something like, “Hey! Just wanted to let you know how excited we are that you are joining our team. We all wanted to send a smile to say that we can’t wait to see you next week when you officially join our team!”

Communication throughout the recruiting and onboarding process is extremely important. Your new employee’s life is about to change and remaining in communication can really help with that transition and calm any nerves.

While we are communicating with them before their first day, this is a great time to provide the dress code standards and employee handbook so that they can read a little more about your company and know what the expectations are before even getting here.

Winning on Day One!

Celebrating your new team member on their first day can be a great ice breaker. Think back to your first day with your company. You were probably nervous. I know I was! Help ease the tension by celebrating them from their first moments. Show them that you make time to celebrate your employees. Balloons, smiles and a little gift go a long way. Just imagine the relief your new team member will feel when everyone welcomes them and walks them to their new decorated office.

Personally, I’ve partnered with a manager who had a great sense of humor and really went above and beyond in breaking the firstday-tensions. She once took some of the talking points from an interview with a candidate and made a homecoming mum. When we welcomed the new employee to her new work home, she was moved to tears! She wore her mum all day. Not only did this create a memory for the employee, it also alerted anyone who came into the office that it was her first day. Residents could even welcome her, as well.

Any surprise we can arrange to show and share the celebration of this milestone moment goes a long way in the employee experience. This exact scenario may not work with every office or every personality, but really getting to know the candidate and thinking outside of the box will go a long way.

Keep the celebration going after work!

Your new employee is probably going to go home and celebrate their new job with their loved ones. How great would it be if you treated them and their family out to dinner when they got home? We can ask them what restaurants they like during the interview, and then pick up a gift card to their favorite place to them on their first day. This easy gesture will really go far and shows the employee that we not only care about them as an employee, but we care about them as a person and those they love!

Set expectations and goals early!

Wardell speaks of the importance of setting those expectations early. “Uncertainty about job expectations and performance goals is a new hire’s worst enemy, which is why steps like establishing a relationship between new employees and direct managers are crucial to a new employee’s success. According to LinkedIn’s survey, understanding performance goals was the second most important aspect of onboarding. Setting goals and communicating them at the outset allows new hires to evaluate their own progress during their first few months. A formal performance review will help keep new employees on target and allow for any course correction early on.

“It’s also important you listen to your new hire’s understanding of the goals and expectations. Maintaining communication will encourage even the most timid of new hires to voice honest feedback about what is or isn’t working for them – and may point out problems in your organization you didn’t know were there. SHRM (The Society for Human Resource Management) reports that 38% of employees felt that when leaders dismiss their ideas without entertaining them, they tend to lack initiative. Don’t underestimate or waste a fresh perspective by discouraging open communication and feedback.”

We want to make sure that your new employee understands exactly what is expected. Take the opportunity during this time to set future meetings to discuss the employee's growth and development. Spending time with your team member at the onset of their employment will not only begin to build the foundation of trust, it will also allow you to work with your team member directly and maintain open communication throughout the learning process.

Double down on company culture, values and principles!

According to Smart Recruiters, 81% of new hires fail due to lack of cultural fit. So, at the onset of the employment, it is a best practice to make sure that we are including the new employee in activities that support your company culture. Do you get to wear something special on Fridays? Well, make sure they know in advance so they do not feel left out. Cultural fits definitely impact the employee experience and employee engagement. Setting them up for success in this area sooner rather than later can yield extremely positive results.

Spending time focusing on onboarding as part of the employee experience can set the trajectory of your new team member’s career. This one day can mean the difference between your new team member wondering why they didn’t find you sooner or regretting that they left their last place of employment. So, spending a few moments planning how to really make this experience exceptional will go a long way in the long run.

Mollie Witt, CAM, CAPS, is an employee experience manager for Venterra Realty. Mollie has been with Venterra Realty for almost 12 years, where she started onsite before working her way up as a trainer. Mollie is in the process of obtaining a bachelor’s degree from the University of Houston in human resources management and personnel administration.