Get 'em While They're Hot: Begin Engagement and Retention with Onboarding
By Joyce Gioia CEO, Employer of Choice International, Inc. | November 28, 2010
When human resource professionals attend my workshops, both in the US and worldwide, the section on "Onboarding" is a real eye-opener. Invariably, they find a number of ways they can improve their processes. The onboarding period presents one of the best opportunities for hotel human resource professionals to begin their process of connecting and engaging the new employee, so that s/he will stay.
When we start a new job, we are often excited and feel very positively about starting our new positions. If we receive positive reinforcement for those feelings, they will grow stronger; if we are discouraged from having those feelings, it is sometimes the beginning of a long, slow, and painful downhill trip, ending with voluntary turnover.
So it just makes sense to capitalize and build on that early excitement, but how can we make sure we are really connecting with our new employees so that we may tap into their reservoir of energy and effort?
Onboarding―a longer process than most people think
Most people believe that onboarding begins with their first day of work. We take a different view: we believe that onboarding starts with their very first contact with the organization and doesn't end until the close of their first year of employment. How you handle the critical bonding opportunities will determine the level of engagement and the longevity of tenure of your new employee.
Every contact with the suspect who hopefully becomes a prospect, who hopefully becomes a candidate, who hopefully becomes a team member, is important. However that first contact is critically important. Whether it is an online job position or a newspaper advertisement or an inbound telephone call, how the individual feels at the end of the contact is crucial.
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