1.
NEW HIRE
ENGAGEMENT:
DOING IT RIGHT
www.thinktalentindia.com

2.
If you are an HR manager, the above illustration must be your “living” recurring
nightmare!
In fact, a recent research by BambooHR, a software company, stated 31% of people quit
their jobs within the first six months.

3.
Onboarding is one the most under focused issues in management, perhaps because the
results aren’t immediate and the retention gains aren’t really eye-popping.
Contrary to the popular belief, it is more about the strategic orientation of the
organization (especially HR) to decrease turnover by increasing engagement.
Onboarding is a really important aspect in management because if you aren’t adding
and retaining good talent, chances are your business may over the time, fall apart.
Despite this, organizations fail to understand the massive significance of the initial 1 to
9-month window to the success of their retention efforts.

4.
Why did Nalini leave? And why do so many people leave too soon?
Going back to the illustration where Nalini decides to leave the organization 3 weeks after she joins,
let’s try to gauge why there are an alarming number of people who leave organizations right within 1 to
8 weeks of joining.
It is important to note that every new hire in your organization has formed some perception about
your company on the basis of first impressions.
Now the question is whether or not these first impressions make them want to give their 100% to the
organization.

5.
While you get ready to onboard new hires, watch out for some of these common
pitfalls that cause onboarding programs to fail:
Lack of responsibility
Limited interest or
involvement by the
management
Information overboard
thus killing new hires’
experience

6.
Ways to improve Engagement
Begin with New Hire Survey
Partner with new hires to create individual development plans
Don’t judge too soon and observe the managers
Reinforce transparent communication
Conduct in-house or off the shelf new hire surveys within at least 3 to 6 months of employees joining.
Creating individual development plans not only gives new employees success benchmarks but also by asking such
questions builds loyalty.
There is a direct relationship between the shortage of good quality mentors, leaders, coaches & managers in the
organization and the shortage of employee loyalty. Most often than not, it is a cause and effect relationship. While it’s
difficult to measure the quality of “Leadership”, a good starting point is to talk to the manager and indirectly hold
him/her accountable for his/her employee’s performance.
In order to be engaged, employees need to know the ‘Big Picture’ of the organization and how their day to day
tasks/roles are linked to the vision of the organization beyond making money.

7.
Ways to improve Engagement
Start at the top
Be Authentic
Teams that play together, stay together
Make sure that the leadership team of your organization always “walks the talk”. Employees must see the leadership
demonstrating the behaviors they are expected to demonstrate. Research has indicated that in companies where
leaders model the desired behavior, employees are 55% more engaged, 53% more focused and are more likely to stay
at the organization.
Genuine, authentic relationships among managers, employees and leaders inspire trust, credibility and builds
comradery.
Lastly, have fun! Having fun together not only breaks up the routine but also encourages creativity and collaboration.
These simple acts play a pivotal role in boosting employees’ morale. They feel more respected, loved and an integral
part of the organization.

8.
This is one question that the new employee is
asked the most outside, by friends/family/ex-
colleagues etc. when she joins a firm. And
oftentimes, the quality of the onboarding
program determines the quality of the answer.
So in a nutshell, to create robust organizations,
employee engagement is paramount.
Always remember, your number one
customers are your people. Look after your
employees so that they look after your
customers.
HEY, SO HOW’S THE
NEW JOB GOING ON?

9.
ABOUT THINK TALENT SERVICES
We are a Talent Solutions company, founded in 2010 by HR Practitioners of
repute. The team of over 50 people has deep expertise in designing and
implementing solutions covering the spectrum of Talent Management. Our
associate network of over 75 specialists in various domains and industries adds
further strength to our implementation capability and capacity.
We support organizations in areas of assessment, on-boarding, engagement,
performance management and people development. Our deep understanding
of talent issues from the business perspective help us designing solutions which
are tailor-made to address the clients' concern.
We have worked with over 200 clients across 10 countries across a range of
industries. Our approach is practical, implementation focused and our solutions
are co-created with our clients. Our cutting edge solutions are a combination of
deep content expertise and context appreciation, robust technology platforms
and pragmatic consulting skills.
Our tagline speaks of our purpose:
"Enabling endurance, robustness, sustainability for client organisations."

10.
Contact Us:
info@thinktalentindia.com
Website:
https://thinktalentindia.com/
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