The “checking in” with new employees is important to ensure their employee experience is going well. This can occur in-person or online. The goal of a new hire check-in is to ensure that workers are able to concentrate on their jobs, which eventually promotes employee engagement and retention.
The challenge is not to convince someone that check-ins are important. That’s what organisations think. The goal is to create a check-in method that would be accepted by the organisation.
6 Essential Elements for Successful New Hire Check-Ins
Check-ins must meet organization and employee needs. Let’s start with how a new employee check-in can fulfill the needs of the company:
Low on administration & High on value
Organizations may have events which are scheduled to deliver automatically, such as a new employee check-in. But that doesn’t mean that an HR is just sitting and pressing the send button because automating a procedure that happens routinely enables the organization to concentrate on the component that can not be automated to deal with employee responses.
Smart and Clear Goals
Talking of outcomes, the only way a check-in system can add value is when the company is prepared to adapt to the responses of the new recruit. That includes setting specific program goals and formulating questions that will provide meaningful input to the organization.The comments shouldn’t lead the new hire to answer in a certain way, and new hires should also get the feedback of their responses.
Conducting Survey Periodically
The main reason the company does new hire check-ins is to encourage employee engagement and prevent excessive turnover. Asking a new recruit after six months on the job what they think on their first day doesn’t send out the message the organization cares about. Check-ins encourage organizations to periodically submit brief surveys to new employees, so the feedback can be received and responded to in a timely manner.
Suitable or Convenient
If organizations want employees to respond, then they need to develop easy-to-use activities so that participation is encouraged. Personally, when someone asks me to answer a five-question survey versus the one that will take 20 minutes, I know my response rate.Employees do need to know like they can keep their opinions private and can leave their contact details for follow-up if they so wish. Let new hires work through their own input.
Whatever form is used to provide check-in, it should be user friendly. There’s nothing worse than giving reviews, and then jumping through predefined structure to complete the process. It may be tempting to add other targets to the check-in process, when you have the attention of the employee.Stop the temptation. Also, if feedback is provided over a technology platform, make sure it is responsive and safe on the smartphone.
Right In Time
New recruits don’t want to waste time like the organisation. But the emphasis is a little different for the new hires. They want to easily and effectively provide their reviews, so they can get on with their job. They also want the organisation’s response to be timely. In doing so, staff would be motivated to continue to receive more input. The worst thing that companies can do is ask for input from an employee and then do nothing about it.