Share this content

Motivating Employees for Better Productivity & Engagement

18th Oct 2016
Share this content

Hiring new employees is only half the battle for Human Resources professionals. The next challenge is keeping the new hire from quitting the weeks, months, and even years after they have accepted a position at your organization. This is a daunting task considering in 2015, the U.S. Bureau of Labor Statistics reports that the rate of workers quitting their jobs is the highest it has been in the last six years.

Common reasons often cited for turnover includes the following:

  • Burnout
  • Company culture
  • Failure to develop skills
  • Failure to challenge and motivate

According to a study by the Society for Human Resource Management, employers will spend the equivalent of six to nine months of an employee’s salary in order to find and train their replacement. Recruiting good talent has become fiercely competitive, so having effective employee onboarding is imperative to not only retain good employees, but motivate him or her to thrive at your organization.

Onboarding has become a hot topic in recent years as more companies recognize its positive impact on business growth. First impressions are crucial, especially considering new hires generally make their decision to stay at a company within the first six months of the job.

Research has suggested that employees who feel welcome and prepared for their jobs will quickly and successfully contribute to your company’s mission.

Here are some ways you can motivate and inspire new hires through your onboarding process:

  • Make them feel welcome as soon as he or she walks through the door
  • Have a senior manager or CEO teach the new hire about your company’s culture, values, and mission
  • Work with the new hire to identify their personal and professional goals at your company
  • Assign the new hire a mentor or companion to help him or her transition into the company’s culture
  • Personally introduce new hires to company executives and senior management
  • Offer benefits and incentives
  • Highlight training opportunities
  • Show new hires how he or she can grow in your company

The onboarding process can be overwhelming for any new hire. Another good practice is to outline the company onboarding process in an outline or checklist.

Once the onboarding process is complete, you should check in with employees to see how things are going. Ask for feedback or ideas to make the onboarding process even better. Remember, there is always room for improvement. Large companies, such as Google and IBM, are constantly modifying their onboarding processes to help motivate their employees to succeed.

Replies (2)

Please login or register to join the discussion.

Rebecca Hall
By Rebecca Hall
21st Oct 2016 11:22

Great article Blake. However I'm interested that you believe good impressions should begin as soon as a new employee walks through the door; should an onboarding process not begin upon acceptance of contract? Given that new employees are likely to be at the peak of their 'honeymoon' phase of engagement in the weeks leading up to commencement of employment, as well as the first few weeks, pre-start communications should surely feature and form part of that onboarding checklist.

Thanks (1)
Replying to Rebecca Hall:
Blake_Beus
By BlakeBeus
21st Oct 2016 17:06

Hi Rebecca, you have a great point. Pre-boarding is something that can be very beneficial as a new employee prepares to start their career. Depending on the organization, there may be some restrictions to how much you can/can't do without violating employment laws. However, there are ways that you can take advantage of that honeymoon period with things like a "welcome to the team" YouTube video or a swag bag. Thanks again for your comment and we'd love to hear what other ideas you have about the pre-start/pre-boarding process.

Thanks (2)