Now that they’re hired, make sure they want to stay.
Making intentional connections with employees is especially important when the employee is within the first 30 and 90 days. Research shows that up to 22% of turnover takes place within an employee’s first 45 days of employment. 30-day conversations reinforce that leaders are committed to retaining the new employee and provide leaders with a fresh perception of the organization. This week Dr. Pilcher dives into what 30- & 90-day conversations are and then provides a real-life example with Studer Education℠ new hire Beka Padilla.
This episode addresses questions, such as:
- How can I build a relationship with my newly hired employees?
- How can I ensure new employees are engaged and connecting with the organization’s culture?
- How can I understand the challenges new hires are facing?
Organizations tend to lose employees within the first 30 and 90 days from the date they were hired or within the first 30 and 90 days of someone assuming a new role within the organization. It is vital to focus on the first 90 days an employee is with your organization. During this time, the leader serves as their primary mentor and coach. The 30-Day and 90-Day Conversations help us to effectively engage with our new hires.
The 30-Day and 90-Day Conversations reinforce that leaders are committed to retaining the new hire. These conversations build an engaged workforce culture and are most effective when incorporated as a step in the formal on-boarding process. The use of a tracking form validates the employee-leader connection.
Having 30/90-day conversations with new employees is a practice that should consistently be carried out. These conversations are important for engaging the new hire. They are also valuable for you, as a leader, to gain a new perspective on your organization and make changes to better your school district.