Did you know that 30 percent of new employees leave within the first three months? Reasons vary from poor company culture to miscommunication of expectations.

If your company is a revolving door for new employees, something’s got to change.

It’s not enough to give them an orientation package and a cubicle anymore. Younger generations of workers don’t feel obligated to stay where they’re unhappy. Your onboarding procedures can produce long-lasting employees.

How can you make new employees feel comfortable and engaged? How can ensure there’s no miscommunication about expectations? Keep reading to learn how to improve new employee success in your business.

Assess Your Own Expectations

You need to be crystal clear about what you expect from new employees. The work they produce in the first year might not be super refined. They’re learning your company’s procedures and processes.

They’re also combatting feelings of nervousness and insecurity. You know they’re going to make mistakes. They might be unsure of how you’ll react if they make a mistake.

It’s not enough to tell your employees that you have an open-door policy. Your actions need to show it. When an employee comes to you with a concern, be aware of your body language.

Make eye contact and don’t multitask. Show your new employees that their feelings and happiness at work matter to you. This will help them learn from their mistakes without fear of your reaction.

Explain Company and Cultural Values

Most training manuals teach new employees about the company’s values. They need to understand your company’s mission to contribute to it.

But you also need to teach them your company’s cultural values.

These are the ways your team members interact with each other. It’s the way you celebrate wins and learn from losses. Company culture is what keeps employees engaged and thriving at work.

Explain and demonstrate your cultural values. If your team values inclusivity, new employees will feel like they belong. This is crucial for their happiness and satisfaction in their jobs.

First Day Itinerary

New employees often feel overwhelmed by trying to learn everything quickly. They’re likely trying to make a good impression on everyone they meet.

You can show them this is a safe and comfortable workplace by welcoming them properly. On their first day, have their office or cubicle prepared. Their phone, desk, and business cards should be ready and waiting for them.

Have the training materials ready to go. Instead of creating text manuals, consider making videos and interactive training modules. Let them spend a few hours going through the material and acclimating to their office.

Set up meetings for them with different employees. This helps them learn about the different functions of the business. It can also help them bond; tell past employees to share their first day experiences.

When you introduce them to the team as a group, don’t shy from complimenting them. Show everyone that you respect this new person and they should, too. Compliment your existing employees in front of the new person.

Regular Check-ins

After their first week of work, have a check-in meeting. Ask them how it went, what they liked, and answer their questions.

This is a good chance to pair them with a mentor for the year. Employees that have been there longer pair with newer employees. They meet regularly to discuss how to do their job better and address concerns.

You should aim to meet with new employees once a week for the first couple of months. Then, switch to monthly meetings. This is important for them to feel supported and cared about.

Use the monthly meetings to discuss their career path in the company. Employees today, especially millennials, don’t want a stagnant position. They value growing with a company they enjoy.

Talk about potential career routes. See which ones interest them and create a plan to get them there.

Show Your Appreciation

This is important for older employees just as much as newer ones. Everyone wants to feel appreciated at work.

Show your appreciation by keeping a Google Sheet with a tab for each employee. Each time one of them stays late, takes on extra work, or welcomes new employees, make a note. Keep track of the good behavior you notice.

In your quarterly performance reviews, bring up the employee’s sheet. Thank them for going above and beyond. Tell them you notice it and appreciate it.

Show your appreciation with bonuses, raises, and work-from-home privileges. You should also invest in social events that get everyone outside the work setting. Bond over ax-throwing or paintball.

Ask for Feedback

The onboarding process is always changing and improving. It’s your job to learn from challenges and make it better.

Ask current employees how their onboarding experience was. How did they feel in that first week of work? Where could they have been supported more?

You could do this anonymously through computer software or a physical drop box. Ideally, your employees will feel safe enough to give feedback face to face. It's a good sign if you can have honest and transparent conversations with employees.

Tell new employees to take notes on how the onboarding experience feels for them. Ask them to write their ideas on how to improve different parts. Gage how successful different tactics, like meetings and training, were.

Interested in Learning More New Employee Success Tips?

You’re wasting time and resources being a revolving door of new employees. If they aren’t sticking around more than a few months, figure out what you’re doing wrong.

The tips above will help you find new employee success. Focus on clear communication, appreciation, and killer workplace culture.

There are tons of other ways you can improve your workplace. Check out these 10 ways to create a productive workplace for your employees. Productive and happy employees are in for the long-run.