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Creating a 30-Day Employee Engagement Plan

How to Establish Strong Communication and Trust in the First 30 Days of Employment
Collie King

In the Building Services Industry, 44% of new hires don’t make it past 30 days. In the Security Industry, that number is closer to 40%.

In many cases, these turnover metrics are not even recorded, as the employee never enters the payroll system.

These are extremely costly exits and can be very hard to monitor.

To combat this issue, there are several things you can do in the pre-hire process, particularly when conducting your in-person interviews.

But that’s only half the battle.

Employee engagement and instilling a sound company culture is integral in developing a sustainable hiring process. If you’re losing employees as fast as you’re bringing them in, your company growth will stop dead in its tracks.

The first 30 days are critical to retention, and our top companies all have at least a 30-day engagement plan. Many have 60 and 90-day plans as well.

So how do you keep your employees engaged? Once again, it all comes down to trust. We have found you should have at least four extra touchpoints with the employee within their first 30 days on the job. Here’s an example of how that should look.

Touchpoint #1 - prior to the employee’s first day

Invest in developing a video of a C-Level member of your organization talking about the company’s culture and welcoming the new candidate onto the team. Just as in the pre-hire process, this is another easy opportunity for you to drill in just how important, how appreciated, and how respected that employee is.

This is your opportunity to humanize upper management and instill a level of trust and appreciation for the way your organization conducts business and treats its employees.

Send this video to the employee after they’ve accepted the offer and prior to their first day on the job. 

Touchpoint #2 - within one week of employment

Within one week of employment, the original hiring manager should call the employee to check in with them. This phone call is an early opportunity to make sure their expectations continue to meet reality and another opportunity to reinforce company culture.

This should be a simple, no-pressure phone call that shows the employee you truly care about them. In addition to making sure the employee is feeling comfortable, let them know the exact date they should expect to see their first paycheck and give them all the particulars. This will ensure they are not shocked at when they will receive their first check or how much to expect.

Touchpoint #3 - On the second week of employment

You may use hand-written cards in your dealings with prospects and clients. The now rare tactic also goes a long way with your employees.

You should have multiple people sign the card by hand, and the site manager should add a personal touch. By the second week on the job, the site manager should have some sort of personal, congratulatory anecdote to offer the employee. They should write a sentence or two in the card itself.

If you have an employee referral program, this is a great place to send that information to the employee.

Touchpoint #4 - Week #3

By this point, the employee should be nearing their first paycheck. Be sure to send them an email or text message letting them know all the details of what to expect in this paycheck. Give them written information on all the details, such as when the pay periods are and how to access their pay stubs.

It cannot be emphasized enough how important it is to establish clear, concise, and proactive communication around employee pay!

Whether you use this system or establish one of your own, creating a 30-day engagement plan for your employees will go a long way to reduce the volume of early churn. Be sure to create a benchmark your current turnover metrics before you implement a process like this so you can measure your success.

Click here to read the final blog in the series discussing how to establish a company culture

 

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