Engage & Retain: Navigating the ‘Lame Duck’ Period for New Hires

Engage & Retain: Navigating the ‘Lame Duck’ Period for New Hires

The gap between a new hire’s resignation from their current employer and their start date at YOUR firm can be a very nerve racking time.

Do not make the mistake of on-boarding your new hires on their first day of employment. π‘Ίπ’•π’‚𝒓𝒕 𝒕𝒉𝒂𝒕 𝒑𝒓𝒐𝒄𝒆𝒔𝒔 𝒂𝒔 𝒔𝒐𝒐𝒏 𝒕𝒉𝒆 π’„π’‚π’π’…π’Šπ’…π’‚π’•π’† π’“π’†π’”π’Šπ’ˆπ’π’”.

Here are a few ideas to keep the candidate engaged during their “lame duck” period to keep them from considering any sort of counter-offer, or from accepting any calls from other companies now that the seed to leave has been planted:

🍴Schedule a breakfast or lunch meeting with the hiring manager and some of the team members he will be working with just to get to know each other better and start building relationships.

πŸ€”Get together, inside or outside of the office, to do some goal setting, to go over a set of existing plans to get their input, or to strategize/game plan.

πŸŽͺInvite them to any company/office social events you may have in the interim (Axe Throwing, Top Golf, Picnics, etc.). And if that event includes spouses or families be sure to have them come along as well. And then pay a lot of attention to them, introduce them to folks, make them feel welcome!

πŸ“ƒHave them fill out any new-hire paper work.

These are just a few ideas…WHAT OTHER IDEAS HAVE WORKED FOR YOU?


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