Virtually Onboarding
…(and retaining) your talented team in 2021!
Happy Monday! These last few weeks have dialled up the analytical part of my brain (geeky recruitment spiel incoming!) and had me reflecting on the impact of executing an entire recruitment and onboarding process virtually. It's not an entirely new process but previously for our “Regional” locations someone from head office would be able to schedule a trip to see that new hire in person, or they could be sent to another location for training with a colleague – so it had me pondering what some of the repercussions may be from the lack of face time during this process.
From a candidate’s perspective, first day nerves and anxiety are real and valid! They are also a good thing – some nerves show that you are excited, engaged and want to do well! But we can forget sometimes that it’s an unnerving experience for a new hire – they are joining a new team that already have relationships in place, they don’t know the systems or processes and are loath to make an error in the first days of making an impression. So, the pressure is on!
So why is this process just SO important? You don’t get another chance to make a first impression. Check out these stats about what it could be costing you and your team when you lose a new hire:
4% of new hires leave after a disastrous first day
22% of turnover happens in the first 45 days
And the cost? On average 3x the former employee’s salary and the cost to team morale is immeasurable!
So, if these are the stats when you can make an impression in-person – it stands that the potential for the onboarding process to not go to plan virtually could be higher!
Read on for my top tips for onboarding & retaining your new hire virtually!
1. Communicate, communicate, communicate - knowledge is power and we feel more comfortable, confident and engaged when we know what to expect. Prior to their first day - let your new hire know the finer details and what to expect from their first day/week/month. (Hot tip - Zoom fatigue is a real thing - so make sure not to overload your new team member!)
I have seen companies totally unprepared and winging it for their new hires first day. Ensuring emails are set up, a buddy system is in place, and some thought into how the first day will go – who will be spending time with your new team member, who should they direct questions to, what check ins will you have in place and when. All information that is valuable to share with them to make them feel part of the furniture!
2. Address any elephants in the room - this swings both ways but don't let assumptions fester, acknowledge any observations or concerns as getting them on the table creates a great dynamic for sharing and communicating - pretending something isn't there or happening is a sure-fire way to ensure it becomes even more concerning!
There are lots of concerns that crop up during this time, if a new hire is in a newly created role even more so, showcasing stability and open communication is vital! I have watched clients have really robust conversations around lockdowns and creating roadmaps around what they will do for employees if they are unable to work. Again this creates a level of understanding and stability for all – we love to know where we stand!
Remember without being able to read body language, and nonverbal cues in person it’s a perfect storm for potential assumptions and misunderstandings. Make sure the message you are sending is received!
3. Show me the money AND the meaning! We are officially in the season of a candidate-driven market, it's tight so now is not the time to penny-pinch! Although we know that salary is only one factor when it comes to making a career change and certainly not as high on the list as people think - when a brand comes knocking don't let your teams head be turned by a fancy salary, being aware of what your competitors are offering is valuable insights. Even if you can’t match it – you can still keep your team engaged by by driving up meaning & engagement in your team with things like benefits, incentives and genuine connection with your team.
Driving engagement could be as simple as things like online drinks & games on a Friday afternoon, a mental wellbeing day, a care package, a one-to-one virtual coffee at the end of week one – taking the time now to settle your team member in now will have huge payoff to you in the long run.
4. No over-promising & under-delivering! This is my gold standard! Honestly, this is a no-brainer but until you are sure of what you can deliver don't overshare and overpromise! Under-delivering seriously compromises the trust you have built with your team - be as good as your word and follow through to build trust & engagement. This doesn’t mean you can’t change your mind, but it does mean being intentional and mindful with your communication.
Finally, self-awareness is key – nothing is ever always rosy, pretending so when a new TM joins is never going to garner good results! Being constructive through the recruitment and onboarding process underpinned by transparency and trust will ensure bumps in the road are navigated easily.
I would love to hear your tips on settling a new team member in virtually! I love a chat – reach out to me at ange@thetalentmill.com.au or find me on socials!
And if you feel like your recruitment and onboarding process needs a little fine-tuning, I can help you with that too!
Tailored training packages are available for Talent Acquisition, proactive recruitment, and onboarding specific to fashion & retail of course!
Chat soon!
Ange xx
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