Employee engagement ROI: Why it pays to invest in your people
If you ever underestimated the power of employee engagement, here’s your sign to pay closer attention…
This article is a guest post from Softstart, the all-in-one onboarding platform to start your new hires off on the right foot.
Companies who show genuine care with their employees by supporting new hires from the get-go, reap the benefits of higher levels of engagement—and up to 82% employee retention in the long run. The importance of good onboarding for employee engagement is evident, and there are plenty of sound reasons why engaging employees at an early stage is a worthwhile investment.
There are many ways to engage new hires. Applying engagement tactics from the start sets up a good foundation that will last the entirety of someone’s employment journey. We’ve listed out ten ways you can prioritize employee engagement for new hires, helping you maintain engagement more easily even after the onboarding phase of the employment cycle.
10 ways to enhance employee engagement with new hires:
Naturally, you’ll want to welcome a new employee in the most organized context possible. Structure shows professionalism.
There are ways to make sure your new hire’s first day is as least chaotic as possible. For starters, getting administrative tasks out of the way before ensures your new hire can dedicate themselves entirely to their onboarding once they start. This could include:
💡 We call this pre-boarding, and 35% of best-in-class companies are likely to apply this in their onboarding.
First impressions last. By ensuring your new employee’s first day starts strong, you’re helping set a positive tone and expectations from day one. We’re not talking about being prepared by just having a working laptop ready at their desk upon their arrival.
Why not buy them lunch on their first day? Or welcome them via a tagged company post on LinkedIn, or gift them a welcome package with office swag? Small extra efforts like these are sure to wow. Have no idea where to start? Here’s some inspiration.
Softstart proposes first day activities like team building and prepping welcome packages to add pizzazz to all your onboardings.
While a job isn’t just about the money, the salary and employee benefits that come along with a new job play a crucial role in your new employee’s engagement.
We all can miss reading the fine print, so make sure your new hires understand the full extent of their compensation, including employee benefits and perks. Dedicate time during the orientation session to discuss, or the subject may deserve a whole session of its own. Your new hires might not know that they can get 30% off on their annual public transport pass thanks to working for you, for example, and that’s a huge plus!
The same way you would for compensation, highlighting the added value of an awesome company culture impacts how you’ll engage your new hires. The lure of strong company culture is becoming even more major for remote or hybrid work environments.
Communicate company culture throughout orientation to inspire a sense of community within the new hire.
People who are motivated by their company’s values also tend to enjoy their work more, according to Officevibe’s Pulse Survey data.
New hires often feel like strangers at the very beginning. Make sure you’re helping them connect and introduce them to their colleagues. There is true power in developing friendships at work.
Some new hires might feel confident enough to break the ice themselves, but some might be shy and need some help.
Pro Tip: Using Softstart allows you to custom design and schedule social activities at every phase of the onboarding process, including team lunches, one-on-one meetings, and other colleague bonding activities.
The first day at a new job can feel daunting. The buddy system ensures that a new employee has a first work friend—someone to show them around the office, help with orientation, introduce them to other colleagues, and better integrate the company culture, team, and corporate social dynamics.
Mentors, on the other hand, are there for professional support. A mentorship relationship is more formal and structured, over a long time, focusing on professional growth within the company.
Studies show that buddy systems at work can increase employee happiness, motivation, productivity, and retention! Plus, employees with mentors are twice as likely to stay at the same company.
Every person wants to feel like their potential is worth investing in. An employee feels more committed to a company they believe supports their professional aspirations, and a new hire will feel engaged at work with an employer that offers attractive long-term opportunities.
There are ways for companies to show they invest in their employee’s professional development:
We’re all familiar with performance review sessions with new employees, such as assessments after the standard 3-month probation. However, increasing touchpoints with employees throughout the entire employment cycle is beneficial, especially during the onboarding process.
Regular check-ins make new hires feel well supported and communicate that their employee experience is a priority, even when things get busy. Planning a 30-day review, 60-day review, 90-day review, and weekly or bi-weekly check-ins is necessary. This is especially important for remote employees who might not benefit from the organic touchpoints that occur in a physical office setting.
Feedback is a two-way street. It’s as important for a manager to give feedback to a new hire as it is to invite a new hire to provide feedback about their employee experience. Exchanging feedback sets the tone for true collaboration and helps create more engaged employees in the long-term.
Feedback can take the form of positive remarks or constructive criticism—all of which are valid and important to consider. Employee feedback helps gauge how things are going and reveals opportunities to align and improve ongoing onboarding experiences as well as new ones.
Coming back full circle to our first point about preparedness: having a clear plan makes for an organized and efficient experience, both for the manager and new hire. The more new hires feel confident in understanding their job responsibilities and where they’re going—with clear timelines, milestones, tasks, and objectives—the more empowered and engaged they will feel as they onboard.
Engagement opportunities within the onboarding process are infinite. How to even begin? Softstart is designed to suggest activities built to engage your new hires, from social moments to feedback sessions, which you can later customize.
Employee engagement matters. Studies even show that customer retention is also higher (by 18%) when employees are more engaged. How’s that for ROI? Engaging new hires from day one directly influences employee productivity and employee retention in the long run. And that’s something we can all get on board with.
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