subject: Employee Retention: What to Tell New Employees [print this page] This may not seem to be the right time to be thinking about what to tell new employees with our economy still in the recession's grip, but there will come a time when you have them. And how you work with them early will have a lot to do with how long you retain them--and if you reduce new employee turnover costs by tens of thousands of dollars or more. I'll begin by asking this important question: What's the difference between "being hired" or "being chosen?" "Being hired" means you got the job, you're on board, and you're expected to show up for work on an agreed upon date. "Being chosen" means the company wanted and selected you in particular because they thought you'd bring something important to the job which they didn't have, and are looking forward to your arrival. Would you rather "be hired" or "be chosen" for your next job? You want new hires to feel good about coming to work without feeling like just another run-of-the-mill employee at another run-of-the-mill job. Hopefully, you had a valid reason for hiring them beyond just "finding a warm body." This is why it makes sense to tell new employees these two key things: 1) Why You Selected and Hired Them Instead of Other Candidates Why did your organization want to hire them? What do they have that other applicants didn't? (Telling them this lets them know you didn't select them because they were the only applicant or because the other applicants had no talent). For example: "Janine, we selected you instead of the other candidates because we were impressed with your willingness to learn new skills in order to do the job well. Plus, you have a friendly demeanor." 2) Tell Them The Key Difference or Benefit They Add to the Organization What it is you'll be able to do now that they're here? What worthy contribution will they add? For example: "With you on board, we'll now be able to respond to our customers much more capably, on time, and in a friendly manner." >How would you feel if you were Janine after being told why you were chosen and the benefits you bring to the company? You'd probably want to be sure you lived up to their good words about you. The more you help new employees feel valued, the more enthusiastic and productive they'll be, and the longer they'll stay with your organization. And the more youll reduce employee turnover costs. The best day to begin working on employee retention is the day new employees are hired, yet many organizations begin this only after good or high-performing employees have expressed a desire to leavewhen its too late. Like so many other things associated with good employee retention strategies, notice how simple this strategy is and how little time it takes-and without a budget!
