Recruitment costs money, not just in terms of the costs forthe recruitment itself but also the loss of productivity associated with training someone new. Even if they are employed at the right level and have the appropriate qualifications you still will want and need to train them on the internal culture and practice specific processes.
This means it is important to get things right when it comes to retaining not only your new but also your existing employees.
I want to share with you a couple of things that you can do to help.
1) Provide the right information – this is definitely important when it comes to new employees and ensuring that you have given them the right level and quality of information about the practice and their role during the recruitment process. But this also filters into your entire team in terms of providing them with detailed job descriptions not just titles. It will help the individual in terms of being really clear as to what is expected of them in their work but also it helps team building too. If everyone in the team understands who is doing what and how all the roles fit together to deliver on the practice vision and goals then engagement levels increase.
2) Give them your time – for newe mployees they have been recruited by you and they see you as the most important person in the practice and so it is important that they feel connected to you first and foremost. At the beginning of their employment, they are going to want to feel that you are interested in getting to know them as people and not simply doing the regular check ins around performance. This might mean that you have to have less meetings with the others in the team for a short while but as long as this is explained in advance to them it shouldn’t be a problem. But for all employees there is an importance to regularly making time for them both personally and professionally to increase their feelings of safety and increase their productivity.
3) Make them feel valued – feeling that the work that they are doing is valuable has a major influence on how a person feels about their job. The sooner that the new employee feels their capabilities are being used and are of value, then the earlier the practice will benefit from their increased productivity. It is also equally important to make sure that all employees feel that their contribution is valued and a simple well done or thank you can go a long way to doing that. Another way you can show that you value employees is to demonstrate that you care about their progression in the practice. This doesn’t need to be about promotions up some hierarchical ladder, for smaller practices this can simply be by providing them the opportunity to learn and develop their skills in their current role. You could engage in outside support to give them a chance to talk to someone inc onfidence about their concerns, ideas, mistakes or questions without fear offeeling humiliated or worrying about their career being compromised.
For help with recruiting new employees or support to develop a high performing team book a conversation withme and let’s explore how my coaching programmes could help you.
