Five Ways To Keep Your New Hires Happy

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I saw a title flash by while on Facebook this morning.  You know what I’m talking about.  The little ads in the right hand column that flash on and off for a few seconds and then change to something else.  They are a little annoying, but this one caught my eye.  It said, “WOW Your New Hire.”  There is so much written about job seekers and how to catch the eye of an employer, how to give the perfect answer to interview questions and finally get the job. This title turned the tables.  What are employers doing to WOW! new employees?


Now that you’ve hired them, how are you going to keep those bright, energetic, qualified, experienced new employees that you chose out of the hundreds of resumes and tens of interviews?  They already cost a lot of money in recruiting, interviewing and processing costs.  In some cases, you’ve paid the relocation bill and for the house-hunting trips.  They should be happy (even grateful?) to get the job, right?  While employers wouldn’t say that out loud, the feeling in this economy—and maybe the reality, too—is that getting a job is like winning the lottery. 


I once worked for a company that had a terrible turnover rate, and my first project on the job was to find a way to make employees happier and stop the revolving exit door.  If a new hire leaves, it is usually within the first 90 days, and it’s more of a company culture “fit” problem that job qualifications.  Here are five ways to keep those new hires happy and on the job.


1.      Be real.  The reality check starts with the interview process.  A job isn’t a product to sell.  Jobs that are hard to fill but essential to the company often are promoted like a used car at the end of the sales month by playing up the benefits and hiding the faults.  Let applicants know the job has long hours, tough working conditions, low pay or whatever might be a “deal breaker.” Be real about what it takes to be successful.  It’s better to make a choice knowing the good, bad and the ugly so there are no shocks later on.

2.       Be ready.  As much as possible, order business cards, clean out the office or cubicle and stock it with supplies needed on Day One.  Get the computer set up with logins to the programs or websites they need to begin working or training. 

3.      Orient and On-Board.   Employee orientations are fine, but it takes more than a day to get a new employee on the right foot.  Assign a coach or buddy that will go to lunch with the newbie for the first week.  Set up meetings with the boss for the first month, beginning with a goal-setting meeting.  Walk her around and introduce her to everyone.  I once found someone I knew while on one of these first-day tours and instantly felt comfortable.   We met for lunch and I got the inside scoop on the company and my boss.

4.      Make an announcement with picture and bio in your company newsletter, website, Facebook page or Intranet.  New hires feel like celebrities and it’s another way for them to connect with friends or acquaintances in the company.

5.      Create a vision for the future.  While you can’t guarantee raises or promotions, let the new hire know when he’ll be eligible to participate in company benefits like medical, 401(k), paid leave, etc.  Just knowing that you qualify for paid leave within six months or have a couple of holidays coming up can motivate a new employee to work hard and stick around to begin to enjoy the perks of the job.


New employees are evaluating their job choice just like an employer is evaluating them.  Keeping an employee on the job doesn’t end when the new hire paperwork is complete.  Communication, feedback and appreciation go a long way towards keeping new hires happy and on the job.




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  • James Ziegler
    James Ziegler
    I know this may be a longshot, but I am using this article as part of my research. Can you tell me about when you published this article so I can use it as a source.  Thank you in advance.

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