I have a question for you. Are you a childcare business owner and you’re working endlessly to create your own new hire system? If so, today’s blog post is going to clue you in on a few tips that you can use right away to help you create your very own new hire system.
So many childcare business owners are faced with the challenge of staff turnover, and that doesn’t mean that you’re a bad boss or a bad childcare business, it’s just a part of this business; it’s what happens. When we’re able to keep staff on with you for months and years you’re blessed but not beyond this lesson. So many people have been able to accomplish that but boy, let me tell you, they have put up with a lot to get to that point, and you can too. Here are a few of my secrets that I use to help me with turnover, because it happens in my business.
Although I have the ability to retain some, I will have about three positions that constantly turnover in my program and I believe that if you’re going to be a childcare CEO, hiring is a part of your task and you might as well put a system in place to accomplish it. I’m going to talk to you about my new hire system and why you should create one.
The first reason on why you should create one is that new hires are 54% more productive and their retention rates are 50% better with organizations that standardize their onboarding. What am I saying? I’m saying that you have a 50% chance to keep employees on with you when you have a better organized onboarding system. What’s onboarding, you may ask? Onboarding is your new hire follow through system. It’s the first step that you will take when a person comes into your organization and you say, “Okay, I like this person. What’s the next step?”
New onboarding isn’t just about learning your operational roles. Your onboarding process should be cultural as well.
Getting new hires to feel like he or she is a part of your team as quick as possible is critical to success. This is why your mind must think, “Once I find somebody that I like, what’s my next step?” Your next step is to have a well-documented process. This will take you some time, but it’s worth it. When new hires have a documented process for them to follow, to become a part of the culture of your organization, that’s what keeps them along with you for the most part. When an employee learns about his or her job without an explicit organizational plan, informal onboarding, or a written set of coordinated policies and procedures to assist them in adjusting to a new role or terms, both tasks and socialization is what’s required. Here are a few outlines to help you with your program.
Number one: When creating your new hire onboarding process, think about:
Compliance – the lowest level that includes teaching employees basic legal and policy-related rules and procedures to your operations.
Clarification – ensure your employees understand their new job and related expectations. One of the ways that I bring about clarification is through images.
Culture – provide employees with a sense of organizational norms, both formal and informal. That’s right, take them around. Give them a tour. Give them a new hire buddy, someone that will walk alongside them so that they will know exactly who they are to your company and what their role is.
Connection – during this time, include vital interpersonal relationships and information that networks employees together. Be sure to give them a sense of connecting with each other before you put them right in a classroom.
Number two: Another strategy that I use is a checklist. Your checklist to your new hire onboarding system is critical. Utilizing a checklist to give them a flow of what they can expect from day to day of working in their new position with you is a major push to welcoming them to your team. I believe that when I created my new hire checklist it changed the game for me. My new hire checklist includes several tasks that I need for them to know and complete every single day until their 90th day. As a matter of fact, you can get my 217 must-have new hire systems right now for an introductory rate.
My introductory program offers you a list of the must-have systems that you possibly already have but not organized, and you can put them together in a logical way. You can go and get the kit by logging on to and clicking here.
After you’ve done your new hire onboarding list, be sure to have your team members complete paperwork thoroughly.
When you train a person on how important the paperwork is, it will eliminate them from feeling as if the business part of your organization does not matter, and it does.
Number three: Prep their workspace. Have a folder, binder, or something that belongs to them prepped and ready. Have that space in which they’re going to work de-cluttered, clean and set up the way you would like for them to have it set up each and every time. I know one of the strategies I use is by pairing them with the best teacher in my program, according to what they’re learning during that time. If I want for them to learn policies and procedures, I’ll put them with my best teacher who understands policies and procedures. If it’s a diaper changing process, I’ll put them with the best teacher who does the diaper changing process. Whatever it is, prep their environment, and plan out their exposure to your company week by week, day by day. This way, you’ll have them flow through a systematic way of knowing your organization and learning from you what they need to have.