How to Conduct Successful Employee Check-Ins

New hire employee check-ins are incredibly valuable. They’re not only important to make sure an employee’s experience is going well, but the goal of conducting check-ins is to make sure that they’re in a strong position to focus on and meet the demands of their work. So, how can you conduct check-ins in an efficient yet productive manner? Here’s what you should focus on:

• Convenience – If you want employees to respond, then you must create programs and activities that are convenient, user-friendly, and confidential to encourage participation. This will up the response rate, which will ultimately lead to better understanding of both the employee and job at hand. Also, include an opportunity for employees to leave their information for a more direct response or follow up questions.

• Automation – Check-ins shouldn’t be complex or burdensome on administration, but they should be high on value. So, consider using technology to your advantage, and set up new hire check-ins to distribute automatically. Automating responses can actually keep everyone focused on the goal at hand and better navigate and record employee responses.

• Goal & Response – Check-in programs bring value when organizations are positioned to react to their responses. This means setting clear program goals and creating non-leading questions that will provide relevant feedback.

• Timely Intervals – The point of new hire check-ins is to encourage engagement and prevent unnecessary turnover. So, make sure your program is set up in timely intervals. For instance, you don’t want to ask about an employee’s first day six months down the road. Send brief surveys at regular intervals so that feedback can be heard and responded to in an appropriate fashion. 

Check-ins should meet the needs of both the company and the employee. That’s how you foster employee engagement and retention. 

Before Your Employee’s First Day: A Pre-Boarding Checklist

Starting a new job can be both exciting and anxiety-inducing. It’s a huge adjustment for everyone. But, with the proper pre-boarding process in motion, HR can help make an employee’s transition much smoother. After all, it’s all about creating a great employee experience at all stages. That’s how you create a positive work environment and employee retention. So, here are some steps that every pre-boarding check list should include:   

• Acknowledgement – While you may be used to the hiring process, the fact is that getting a job offer doesn’t happen every day for your new employee. So, acknowledge their accomplishment, and congratulate them on their acceptance. You want your new hire to feel welcome and appreciated.

• Collect Information – Ask new hires to share the necessary personal information for your records as well as for what’s needed to set up payroll, taxes, etc. 

• Employee Handbook & Benefits – Send new employees a copy of the employee handbook so they can learn about your policies, culture, resources and more before they arrive. This saves everyone time and ensures that they know what to expect from day one. You’ll also want to share your benefits guide so that they have time to look over all options and ask questions, early, for a smoother enrollment.

• Contact – Before a new employee’s first day, send some kind of correspondence that details exactly what they can expect on their first day. This might include calendar invites for onboarding meetings, parking details, dress-code information, clocking in, etc.  

• Email Set Up – Have your new employee’s company email already set up when they walk in. This way, they can be included on all office correspondence and invites and be ready to hit the ground running.

A strong pre-boarding program will set a positive tone with your company from the start and set employees up for a successful first day and path toward a long company career.