A happy welcome

Published by Alice Snell, on 19/12/2010

If one of the projections in PwC Saratoga’s 2010/2011 US Human Capital Effectiveness Report is correct, then—as has occurred historically post-recession—employers should prepare for an upswing in voluntary exits. This prospect should drive redoubled efforts in two areas: 1) top performer retention strategies, and 2) a renewed emphasis on aspects of the new external hire process with a focus on onboarding.

McKinsey suggests Retaining key employees in times of change starts with knowing your top performers, determining who is most critical, and which are at risk for leaving. Performance management linked to compensation and internal mobility provides the Talent Intelligence to succeed at retention.

Happy Employees May Be the Key to Success…for Organizations suggests organizations demonstrate to employees how their roles relate to business outcomes. Performance management that ties individual goals to organizational success delivers a structural relevance to work assignments and increases engagement.

Ask yourself: Do you onboard? Hopefully the answer is yes at all levels to the C-suite. From the beginning, you should focus on making the person + organization connection while Bringing a new hire up to speed at the office. Make a good first impression to jumpstart engagement and provide an opportunity for formal and informal learning. You’ll be rewarded according to Aberdeen’s study Onboarding: The First Line of Engagement:

• 89% of new employees report high engagement.
• 87% achieve initial employment milestones.
• 67% exceed performance expectations.

Make every day especially welcoming for your top performers and your new performers.