Why Recognition of New Hires Is So Critical

Madison | 18 East 41st Street, 13th Floor, New York, NY 10017 | 212.758.4385 | [email protected] a global leader in Social Recognition, Madison’s business approach encompasses the totality of a company’s performance drivers and focuses on the individuals responsible for ultimate success- employees, sales, and channel partners. Madison harnesses its groundbreaking, highly configurable, cloud-based Social Recognition Technology and leverages scientific priniciples and findings to guide desirable change of human behavior and elevate performance.

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WHY RECOGNITION OF NEW HIRES IS SO CRITICAL Mike RyanSenior VP Client Strategy

Volume 57A PUBLICATION OF MADISON: A GLOBAL LEADER IN SOCIAL RECOGNITION

Adding new people is an investment for any company—the kind that can take time to pay off. But in today’s fast moving marketplace, businesses can’t afford to wait. As they pursue ambitious growth plans, it’s imperative that new employees not only stay longer but that they contribute sooner.

Unfortunately, neither is likely to happen, at least not without change. Almost one third of all new hires will quit within the first year. About half will leave within the first 18 months. Premature departures are by no means restricted to low level or entry level positions. Fifty-three percent come from the middle management ranks.1 When you consider it can take up to two years before employees are “fully productive,”2 early exits can cost companies millions in opportunity costs. So why do so many new workers leave so quickly? The job failing to live up to their social expectations can be a bigger reason than you’d think.3 Many who leave say they felt neglected and disconnected from their boss and/or coworkers. They were unsure how they fit or how they were doing in the eyes of others.

So what’s the best way to remedy any of the adjustment issues new workers go through? How can you assure that they will feel comfortable quickly, be more productive right out of the gate and be more likely to stay over time? The answer lies in the intelligent use of social recognition.

Maestro, Madison’s cloud-based, SaaS solution, can set the foundation for long-term success. With it, companies can help new workers make more connections and experience a sense of success in those critical first weeks. Here’s what we mean.

Almost one third of all new hires will quit within the first year. About half will leave within the first

18 months.

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Establish connections early

Fifty-six percent of all new hires say making a friend (or two) at work eases their transition into a new working environment.4 But with most work staffs operating at an increasingly virtual manner, building and maintaining workplace relationships can be difficult.

Of course, new employees will certainly be exposed to a lot of fresh faces in their first few months on the job. They will train with some and partner with others. While they may share assignments or collaborate on projects early on, the nature of work today is more likely to set everyone off in different directions after the fact. How can new employees possibly stay connected and grow relationships over time?

Social recognition is the answer. With Maestro, employees will be able to build and update groups of colleagues they want to stay connected with. Using the system’s networking function, any user can build and update lists of colleagues they have worked with or simply met along the way and with the leaderboard they can stay active and involved with others even from a distance. There they can receive additional recognition from coworkers on their good work while also commenting on the achievements of colleagues. That constant connection serves to strengthen the social links new employees build early on.

Don’t think establishing connections early is important? Companies and academics alike have studied assimilation techniques for new hires. Their collective conclusions are these: The most effective strategies share several essential elements including collaboration, mutuality and social connectivity.5 With Maestro, employees gain those elements in droves. It allows them to build relationships, stay in touch, share successes and encourage one other—and do so at any time and from any place. That last aspect is equally important because in a mobile society, quality relationships don’t necessarily require in-person exchanges. In fact, ongoing interactions reinforced by respect and admiration are often enough to sustain trusting relationships.6

Taste success early (and often)

New employees also have an emotional need to experience success as soon as possible. No matter how successful the new hire was in the past, changing employers can make anyone uneasy. Newer workers want assurance that they made the right choice and that you (and everyone else they work with) are excited to have them on board. Maestro can start with a recognition trigger on day one. The option welcomes them as part of the team and sets the stage for more continuous recognition activity as they begin to contribute in the coming days.

That’s important because the pace of progress is a major factor in shaping an employee’s emotional commitment.7 Employees that are recognized for their accomplishments early (and often) will be more self-assured about their decision to join your company in the first place. And as they advance, their confidence builds. It primes them to pursue even higher levels of attainment as they become more acclimated.

New employees also have an emotional need

to experience success as soon as possible. No

matter how successful the new hire was in the past, changing employers can

make anyone uneasy.

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Of course, companies will need to keep connecting the dots for that to happen. One of the complaints new hires have is that they don’t get enough useful feedback. They wonder if they are having a real impact.8

Everyone wants to know what’s expected of them, especially newer employees who are anxious to impress. It’s critical to reinforce the connection between their early contributions, how they align to the goals of the organization and how they support the efforts of co-workers.

Remorse will set in if new employees don’t feel like they are making a difference. They will wonder if this job is not the best place for their skills.

Organizations that use social recognition to systematically reinforce an employee’s value to the team are alleviating those concerns. In addition, through a manager’s discretionary goal setting activity, they are also defining what the next set of accomplishments look like. That lays out a well-defined contribution roadmap—one the employee can follow not just in those critical first few months, but throughout a long and mutually prosperous career with your company.

SUMMARY

Starting any new job can be hard. Employees often struggle to make connections, understand their role and develop relationships. Those that don’t become socially acclimated have regrets and leave—many after just a few months. Maestro, Madison’s cloud-based SaaS social recognition system, can ease any new employee’s transition and set the foundation for long-term success.

Social recognition helps employees build networks, give and receive appreciation and strengthen the co-worker relationships that are so crucial to feeling connected in any new work environment.

And as they become recognized their confidence builds. They become increasingly self-assured in their decision to join your company and contribute even more as time accumulates. In the end, social recognition helps new employees contribute sooner and stay longer.

1 These Employee Turnover Stats Should Scare You To Death, The Human Capitalist2 Howe Long Does It Take An Employee To Be Fully Productive? Recruit Shop 3 What People Really Want From Onboarding, Fast Company 4 What People Really Want From Onboarding, Fast Company 5 New Hire Onboarding As A Driver of Employee Engagement, Training Magazine 6 Energize Your Workplace: How To Create And Sustain High-Quality Connections At Work, Dutton7 The Power Of Small Wins, Harvard Business Review 8 12 Ways To Alienate A New Hire, Forbes

Social recognition helps employees build

networks, give and receive appreciation

and strengthen the co-worker relationships that are so crucial to feeling

connected in any new work environment.

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Why Recognition of New Hires Is So Critical