not fit all but you must mix it up or you will burn the person out on one category . I . e ., Some companies are very heavy with on-line training , and this can be exhaustive to new employees let alone existing ones .
2 . Create an epic welcome
The first impression on their first day must have a “ Wow Factor ”. It has been proven that first impressions really can impact the employees experience and it is brought up in exit interviews frequently as one of the reasons they left is that they did not feel special or valued from the get go . One of my favorite quotes about first impressions is “ You never get a second chance to make a first impression ”. It is an old cliché but a good one . What can you and your company do to knock the ball out of the park ? Is it lunch with the team , bag of schwag , call from executives , flowers on their desk or some tools and a tool bag , all the employees at the door to form a greeting committee ? I bet with some thought you can come up with new things that no one else is doing . Word gets around and then you start to get more people applying with you because of it .
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3 . Block of time for an orientation
You new employees must get acclimated to the company and culture . They will want to understand their surroundings , their new team members , ins and outs of the location , company leadership , etc . Those that rush through this process or do not have one altogether miss an important opportunity to really build a foundation that will stay with the new hire throughout their tenure with your company . Time needs to be built in and there are things you want to cover on the first day but the biggest mistakes we make as the employer is to bombard them with information on their first day . Spread it out over the first couple weeks and for goodness ’ sake let them go home early on their first day – brain overload !
Welding - Railings - Stairs Fencing - Concrete - Parking Lot Lighting Repair - Gutter Cleaning - Bucket Truck Services - Hauling WE DO IT ALL
4 . Assign the new hire a buddy
Companies call these many different things from mentors , peer coaches , subject matter experts , sensei , adviser , etc . I like the term “ buddy ” because we can all remember being new and wishing we had a buddy to help us through . Whether your “ buddy system ” is explicit or not … you must have one . No exceptions ! This important role helps the challenging task of getting someone through the dreaded “ first 90 days ”. Studies show that if someone can make it successfully through this time then the odds of them staying triple . The buddy provides knowledge , support , lists of what to look out for , feedback , encouragement , assessment and helps create the boundaries new hires need for success . Most people in the buddy role are also your top employees who reinforce the best attributes and skills you desire out of your new hire .
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LOCALLY OWNED AND OPERATED SINCE 2003
Our industry is rapidly expanding due to net migration into Colorado , businesses relocating from out of state , growth amongst first-time renters and barrier to entry with home ownership .
We will continue to grow post-COVID and the Denver rental market predictions for this growth show we will need to add conservatively one employee for every 100 units that come on-line and for the 30-40 % turnover we see at most companies annually-that is a lot ! We can all do better at our pre-hire and post-hire efforts and remind our candidates that we will be with them the entire way . I challenge you all to raise the bar and happy hiring !
www . aamdhq . org
Parke Pettegrew is a regional manager with Highmark Residential , an AAMD Board Member and a co-chair of the AAMD Career Initiative Committee .
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APRIL 2021 TRENDS | 27