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Hey there it's Harris!

Every other Tuesday, I share insights and ideas to help you recruit, onboard, and retain your employees.

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Your Hire, We Onboard

We save you time with new hire onboarding by handling it for you and ensuring a world-class experience for you and your hires.

We partner closely with you and handle the aspects of new hire onboarding that you know you need to do, but don't have time to do in addition to your full-time job.

You are a good fit if you are a Manager or Founder that wants to save time and effort in new hire onboarding, or you are an HR Leader that wants to provide this service for your Managers.

If you are interested in working with our team, please send us a note at [email protected].

In this newsletter, we highlight one thing we love, see as innovative, and find interesting within the workplace.

• LOVE: 5 tactics to keep your employees engaged

• INNOVATE: 10/10/80 rule for hiring talent

• INTEREST: 80% of employee who receive poor onboarding will quit

WHAT WE LOVE:

It has never been harder to keep your employees engaged.

And a lot of the advice you receive isn't very helpful.

Here are my 5 favorite tactics:

1. Stay interviews

Instead of exit interviews, stay interviews are done to help you get a lay of the land while the person is still in seat.

This can be a preventative measure done for some employees or for all employees.

2. Get to know them personally

No matter the role, people want to feel like humans and not like a number.

Too often I see companies mess this up and the person leaves.

Understand what this person cares about, what drives them, who are the meaningful people in their life, etc.

3. Create career maps

Most employees want to know what the next step looks like for them.

People are craving growth and you must provide the blueprint.

Even if you don't have a specific career map - conversations around growth and the next steps should constantly be discussed.

4. Provide employee-specific recognition

Get to know how your employees like to be recognized and cater to them.

Some like to be publicly recognized and some hate it.

Be intentional understand the type of recognition each person wants and provide it.

5. Celebrate failures

People will leave companies where they feel they need to walk on eggshells.

Create a culture and actually stick to it where you celebrate "good" mistakes.

Good mistakes are effort mistakes that show the person is trying.

WHERE WE SEE INNOVATION:

10/10/80 Rule for Hiring

I heard this idea in the My First Million podcast with Nick Huber that really stood out to me when it comes to hiring talent - The 10/10/80 rule.

10% of people love their job and would never leave.

10% of people are actively looking for a new job on job sites such as Indeed, Monster, ZipRecruiter, etc.

80% would move if the right opportunity presented itself.

The best people are usually found in that 80% but you have to be proactive to find them.

It was a nuanced approach to talent acquisition that I found to be pretty innovative. I would be curious if this is in line with your experience in finding/looking for talent.

Reply back and let me know what you think!

WHAT INTERESTS US:

80% of new hires who receive poor onboarding plan to quit—especially if they’re remote workers

If you've followed my content, you know how much I care about new hire onboarding.

This is a space I am so passionate about that I started a company (Activate Onboarding) to help Founders/Managers/HR Leaders with it.

Well, this article really highlights the importance of doing it well.

A big stat that jumped out to me was, "Nearly one-third of employees find the onboarding experience confusing—with this figure rising to 36% for remote workers, who are most likely to feel undertrained, disoriented, and devalued after onboarding."

It's so important to get your onboarding process right and to make that person feel welcomed immediately upon joining your organization.

What I've Been Reading:

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