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The Cost of Turnover
Orientation
Motivation
Coaching and Mentoring
Training
Goal Setting
Performance Assessment
Resignation and Termination
More Resources: Retaining Top Personnel
Code of Ethics: Retaining Top Personnel | | Helping Workers Fit In
Gary Abram, co-founder and managing partner of H-CAP International in Kansas City, Mo., shares advice about helping new associates fit in to an organization and become a part of the team.
Q: Why do some new workers have trouble fitting in?
Abram: Part of being a functioning human is being emotionally intelligent—having empathy and social skills. When people don’t fit into a situation, sometimes it’s because there’s a wall—a cliquish culture. If you have a culture of fear where people don’t trust one another, then you often have cliquishness. Other times, people don’t fit in just because they don’t.
Q: Is there a way to fix such a problem and make it easier for people to connect?
Abram: Some managers try to get people past not fitting in by drawing them into gatherings—softball games and parties—and presuming the walls will come down. But that’s not a solution. Those events are fine to help people get to know one another, but you really need situations where there’s dialogue to get to know a person and build trust. The way we get to trust isn’t by mandating it or putting people side by side.
Q: Can a broker do anything to help build that trust?
Abram: You build trust in two ways: communicating openly and showing some element of vulnerability so associates see you for what you are and behaving in a way consistent with your values—walking the talk. It takes time to build that trust and let workers see that you demonstrating consistent values and behavior. It won’t happen overnight. But once you’ve established a trusting relationship with a co-worker, they’ll be willing to be part of a team and do things for others.
4 Reasons You Need a Policy Manual
It may seem like a lot of work, but a comprehensive policy manual offers many pluses in both orientation and long-term relationships with associates and employees. A manual:
1. Provides answers to many questions that you would otherwise have to answer personally.
2. Helps resolve conflicts because policies are clearly stated.
3. Serves as a risk management tool by demonstrating your policies.
4. Makes things fair for everyone.
25 Things Every Policy Manual Needs > | |
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