Onboarding puzzle

In an industry such as commercial cleaning where turnover can be especially rampant, building service contractors (BSCs) and in-house cleaning crews alike are in a perpetual battle to both recruit and retain reliable talent. In many instances, an interview may be completed with the first shift assigned — yet when the day comes, there’s no trace of the employee.

While there’s no magic elixir to solving all retention issues, an optimized onboarding process can help reduce the risk of short-staffed shifts and managers being left in the dark. Indeed laid out several actionable tips to help businesses and frontline crews avoid these possibilities. 

Shoot for a 100-Day Process

One of the worst things an employer can do is rush the process, even if the employee appears to have a lot of promise. Avoid making any definitive decisions on what their roles should be over the first few weeks, and don’t expect loyalty to be guaranteed just because the first week went smoothly with training and interactions went well. Extending onboarding efforts — such as networking opportunities with other employees, team building exercises — or shadowing different activities to 100 days if possible to let them fully find their groove. 

It Takes a Team

While HR or the recruiting department may be primarily responsible for getting onboarding off the ground, it should never fully be their responsibility. Circling in members of other departments can go a long way toward a new employee full understanding the importance of what their own role will eventually be. Lacking understanding in how certain tasks affect the rest of the team or business can lead to a lack of inspiration in their own role and how effectively objectives are completed. 

Self-Scout

A lot of insight can be gained on how to manage new employees by going back through what was said in exit interviews from former employees. It may unearth some harsh truths about how certain processes are inadequate, but only then can improvements be made. Provide an opportunity for new hires to fully vent any frustrations or critiques without fear of reprimand. Ultimately, an employee will want to feel heard regardless of their role, and gaining that trust early on in the process is crucial. 

For related tips, check out these four keys to improving hiring and retention.