It’s a typical story. You hire the right person and they show up at your new job excited to be a part of the company and team. During the interview process, you got the impression they were going to fit in and be happy – and stay a very long time.
You were confident that you hired the right person for the job. But months later, you get the impression that your new employee isn’t doing as well as you hoped. Most employers don’t (try) to set up employees to fail. But it happens all the time.
To improve your ability to hire the right people and keep them engaged – and morally committed – at work, consider the following:
1 – Improve Talent Attraction With Better Profiling
Hiring the right person for a job is one of the hardest things in business to do well. It all starts with defining the role, understanding what success looks like in the role, and creating a hiring profile that will lead you to the right person.
To improve your ability to attract the right candidates into your company, check out my earlier posts on this topic below:
- Why I Look for Candidates With High EQ
- Your Job Description Stinks – Here’s How to Fix It
- How to Improve Culture Fit
- How to Attract More Right-Fit Candidates
- How to Improve Candidate Engagement
2 – Improve Candidate Engagement With Better On-boarding
Many employers try to cram all the meetings and introductions into an employee’s first day. It might make more sense to space them out over a week or two. Stretching out the on-boarding process over days or weeks actually works to improve employee engagement. By taking more time to introduce your company – and it’s vision and values, team members and key players, goals and objectives – your new employees will feel more competent and it will be easier for them to make friends.
Stretching out your on-boarding process keeps employees from getting overwhelmed and works to keep stress low. It gives employees more time to assimilate and organize information, draw their own insights, and feel better about work.
3 – Improve Employee Motivation With More Autonomy
Research shows that different people work differently, but many employers make their employees work the same. We put them in the same cubes and make them work the same hours. Some employers watch their employees closely or micromanage their work – or worst, show them exactly how to do the work. If you want to improve motivation and retention consider doing the following:
(1) Allow people to work when and where they can work at their best. This means a re-focus (for some) on outcomes and performance, and not on “showing up” or “being seen”.
(2) Give your employees your guidance and support, without telling people exactly how to do their jobs.
(3) Use motivator factors to motivate people, not hygiene factors. I posted a short lesson called The Difference Between Motivator Factors and Hygiene Factors at Work to help you understand the difference.