High turnover industries face steep costs associated with continually replacing human capital. Cultural onboarding in high turnover industries is one way to help reduce turnover. But in some cases, high turnover really can’t be prevented. It’s just the nature of the job in industries that have a seasonal workforce. Workplaces that hire independent contractors or part-time workers for short-term engagements often see high turnover, too. But even when it’s acknowledged at the outset that a worker isn’t going to be around more than a few months, it’s still important to do cultural onboarding.
Why Should You Do Cultural Onboarding in High Turnover Industries and for Short Term Workers?
The fact is that everyone wants to belong. You can help workers feel that they are part of a team with a larger purpose that aligns with the company’s vision. Do so, and this sense of connection expresses itself in everything they do. Do you want every employee to give customers a stellar experience that broadcasts a good impression of your brand? Then even your part-time, temp, and seasonal workers MUST be on board. Here are a couple of ways to make that happen.
Define and Communicate Your Company Culture
What is your company’s “story”? What are the vision and mission? How will the community, your industry, or the planet be different if your company achieves its goals? These are things that job candidates should know about from visiting your website prior to applying. They’ll also learn it from what they hear from their social network, or at the very least during the interview process. Cultural onboarding in high turnover industries actually starts before the worker is hired. Ideally, job candidates should be able to resonate with at least some aspect of your company’s story. If you can draw a connection between the impact you have on a large scale and the personal impact in the day to day experience of workers on the job, that’s fantastic!
Clearly Articulate the Value All Employees Bring to the Company
Maybe an employee will only be with your organization for a short time. But they should feel good about what they did while they were part of your team. Track and recognize performance and even daily or weekly milestones for short-term employees so they can depart with a sense of accomplishment. Remember, even a couple of bullet points about high achievement or new skills learned at a short-term job can look good on their resume in the future. When you value short-term or seasonal employees in this way, they are also more likely to recommend your company as an employer for their friends when the next hiring season comes around. When this happens, the fresh batch of recruits is already partway on board. That’s because they have heard good things about your company culture.
How Can You Free Up More Time for Cultural Onboarding in High Turnover Industries?
By automating and virtualizing the practical side of onboarding! Get forms filled out in minutes with web-based software. It walks new hires through the process to reduce errors and omissions on all important documents. Learn more and request a personal demo to get started.