So, you’ve just hired a gem. What happens next can be the difference between keeping them and losing them.
Paula Fantham of Samsic’s HR team draws on her passion for nurturing talent to help you get this right.
Start as you mean to go on
Even the best of inductions can go to waste if you ‘forget’ about your new starter afterward. Don’t assume you can leave them to it as soon as their induction ends. Keep engaging them.
“People tend to be most easily deterred by struggles early in their role, and they may not have the confidence to speak up. Before you know it, they’ve gone elsewhere, and you’re back to square one.”
So, have a plan in place to follow up with them in those crucial early weeks and months.
“The right support goes a long way and will help you hold on to good people.”
Always be training
Your business delivers when your people deliver. Are you giving them all they need?
“Training is a given, but follow it up with each person. Could they fine-tune their skills or specialise in a particular area? This builds a mindset of longer-term development. We find that regular toolbox talks are a great way to keep your teams plugged into the business.”
If you don’t invest in your people early on, they could start looking for an employer who will.
Rough crossing?
Paula was transferred under TUPE when Samsic bought out her previous employer. She knows from experience how tricky it can be for transferred staff to orient themselves.
“There’s a disconnect that can happen when someone slots into a similar role with a totally new employer. Try to make allowances for that. What extra support might they need to make the change as smooth as possible?”
Talk to your neighbour
Keeping the lines of communication open between departments helps make new people feel secure.
“Starting with a new employer is a leap into the unknown at the best of times, so it’s important for the employer to get the basics right. A classic example is when someone loses out on their first month’s pay because of some internal misinformation. Needless to say, that has a direct impact on someone’s quality of life, as well as how they feel about working for your organisation.”
Are your processes joined up properly?
Taking it for the team
We can be so busy investing in our teams (as we should) that we can forget that our managers need nurturing too, especially in those early stages. “We shouldn’t assume that managers and senior staff are somehow self-sufficient or ‘exempt’ from receiving support. Remember that HR are there for you too!”
HR – your ally in the field
Paula believes that good HR is delivered out on the front lines, not just from an invisible ‘back office.’ And that’s for the entire employee journey, not just the troubleshooting.
“When you’re bringing new members into your team, get HR involved. They can give you staff retention advice that’s tailored to individuals, and they can take practical steps to help you deliver them too.”
