The post-hiring follow-up strategy is gaining increasing acceptance in many companies. It is a resource that guarantees having a good team for the good performance of the corporate organization.
The hidden cost of neglecting employee follow-up
Employees like to feel at home in the organization, to feel that their presence is valued and necessary. Therefore, companies should not stop monitoring performance and employee satisfaction.
One of the main consequences of neglecting post-hiring follow-up is that it affects productivity, which can translate into sales drops, something that no business project wants.
Hiring can be costly and time-consuming, particularly when finding the ideal candidate, which can lead to declines in the firm. Therefore, fueling productivity can be a good fuel for the company.
In short, the cost would not only be personnel, but also economic. A motivated employee can be a valuable asset to an institution, while an unmotivated one could pose a risk.
Post-hiring follow-up: Tools to track satisfaction and performance
Numerous tools can help ensure a successful post-hiring follow-up and a positive work environment for employees. These are the most unmissable:
1. Surveys
It’s a good resource for analyzing and visualizing employee statistics. It enables you to understand the needs and opinions of employees, ultimately leading to improved employee retention.
They can be done in forms or using platforms that allow the data to be visualized in an automated way. They work to analyze elements such as the work environment or company conditions and identify areas for improvement.
2. Periodic Records
Using tools such as People Analytics allows you to obtain detailed statistics on employee performance and satisfaction. Software such as Power BI and Tableau make this task easier.
With precise information about each professional involved, it is possible to determine the necessary measures to prevent employee losses and make them a vital part of the growing company.
3. Feedback
The work community also needs to know that their performance is valued and where they can improve. As each employee improves in various aspects, productivity will increase.
Tools such as ClickUp, Workleap, and Officevibe allow you to obtain all the necessary information to get to know each member. It is also essential, in addition to correcting the flaws, to let the employee know what they excel at the most.
These tools enable you to be aware of the decisions that benefit the talent in action and, consequently, the company.
Building loyalty through career development plans
It is crucial to evaluate strategies for achieving talent loyalty. The active work resource needs an environment that motivates them to give their best and, therefore, contribute to the progress of the consolidated brand.
A well-designed professional development plan can include training with regular feedback to encourage improvement, scheduled meetings to provide ongoing feedback to each employee, and incentives to reward outstanding performance.
Communication between contractors is exceptionally vital for them to feel heard and understood. It is advisable to allow them to express themselves, communicate their concerns, and also accept their proposals for improvement.
A pleasant and friendly environment also contributes to making employees more loyal and committed to continually improving, as opposed to a more mechanical environment that overlooks each employee.
Cultural integration for international hires
If companies choose to hire foreigners, cultural integration is of great importance, especially when the cultural or language barrier is substantial. People need to feel a sense of closeness in their work environment.
For example, suppose a business entity in Spain hires an American engineer who does not speak Spanish well. In that case, the company must be familiar with English, and it does not impose the customs of that country.
For an employee from another latitude, the habits of the ecosystem may be unusual, so you don’t have to mark them as such and take the customs of employees as they are, as they cannot be changed.
It is essential to put aside stereotypes and focus on the skills and abilities of the person hired. Ideally, there should be neutrality in international affairs and a profound impression.
Case studies: companies that reduced turnover with post-hiring follow-up
Several organizations have reduced turnover thanks to post-hiring follow-up. These are the highlights:
1. Marriott
The Marriott hotel chain experienced an improvement in team productivity thanks to post-hiring follow-up. With the use of tools, Marriott has achieved satisfaction in its team.
For example, an employee named Juan, who started as a receptionist, was able to rise to the position of manager thanks to the attention and appreciation provided with the help of monitoring tools.
2. Danone
In 2015, the dairy company Danone faced challenges to its reputation and productivity due to a hierarchical structure that demotivated its customers.
However, since the new CEO, Emmanuel Faber, adopted a workforce integration structure, more interested in improving the environment for employees, employee comfort increased by 30%.
3. Atlassian
Integrating new strategies to encourage staff, such as holding personal meetings that also focus on individual goals, allowed Atlassian to improve not only work motivation but also productivity by 40%.
With weekly meetings, the company managed to connect the team with it. In this way, the human team’s collaborators felt more committed and motivated to achieve both the organization’s goals and their personal ones.
4. Darden
The famous restaurant chain utilized analytics software to evaluate the performance of its staff, resulting in a 20% reduction in turnover, as well as a decrease in recruitment and training costs.
A motivated employee can be a valuable asset
The key to a post-hiring follow-up strategy is to engage with the active workforce, maintain open communication to learn about their needs, and understand their weaknesses and strengths. This is how companies achieve better performance.
