Are you losing employees right at the start? According to a study by BambooHR, about 17 percent of people leave a job between within the first three months.
You know turnover has high costs, but a well-planned on-boarding process for part-time teenage employees can improve retention.
Here are nine employee development steps to help to combat the turnover of part-time employees:
Employee Development Step 1: Welcome Them
When teenage employees show up on their first day, you want them to feel welcome. That means their manager and other employees know they are coming. Somebody greets them and welcomes them aboard.
If your new employee needs a work station, employee locker, tools, or other space or materials—those things are ready. You may even want to make a cute sign to welcome the new hire to the team!
Employee Development Step 2: Get Them Oriented
Orientation is different than training, which we’ll talk about that next.
Orientation is a brief overview of what the employee needs to know. It might include a tour of your facility focusing on areas new employees need to access to do their job.
Orientation is also the time to explain company policies and rules to new part-time teenage employees. This is a good time to make sure they know who to turn to with questions.
Employee Development Step 3: Train Them
Training focuses on actually doing the job. Because teenage employees are usually new to the industry, you may need to start with the basics.
But even teens who’ve had a past job need training to get them up to speed on workflow, company culture, and standards.
Not enough training is a key factor in people leaving their jobs. Don’t pack training into the first week and then call it quits. As employees adjust to the job, they’ll be ready to learn more. Ongoing training helps part-time employees stay engaged and improving.
Employee Development Step 4: Set Clear Expectations
It’s hard to succeed when you don’t know what’s expected of you.
Teenage employees who know what is expected can focus more on the job and less on wondering what they should do or if they are doing it right.
They’re also less likely to waste time on the wrong or less important activities. Set a high, but clear, bar.
Employee Development Step 5: Create Opportunities to Connect
Bringing a new part-time employee into the fold with your team has two benefits.
One, for your team to function smoothly and efficiently, you need everyone pulling together. Getting new employees up to speed and working seamlessly with the team can only help business.
Two, teenage employees who feel welcome and have a good relationship with people at work are more likely to have a positive attitude about their job, which can make them more productive—and more likely to stick around.
Employee Development Step 6: Pair Them With Mentors
Managers should take an active role in new employee orientation and training, but having a mentor who knows the ins and outs of the job helps, too. Mentors give a different perspective on the day-to-day workings of the job.
They’re also one more resource—and perhaps one more readily available—should your new hire have questions. For successful mentoring, make sure your mentors excel in their role and have a positive attitude toward being part of the on-boarding process.
Employee Development Step 7: Give Feedback
Being overly critical can drive employees away, but frequent feedback helps them learn and do a better job. Make sure you offer praise for work well done as well as constructive criticism.
The constructive criticism part may be the most important for teenagers, who need reassurance that they’re valued along with guidance on how to improve.
Build formal opportunities for feedback throughout the first 90 days and offer feedback in them moment as well.
Employee Development Step 8: Cut Them a Little Slack
As we noted, it’s important to set clear expectations and uphold your standards, but remember to cut teenage employees a little slack in their learning process.
If new employees aren’t meeting expectations or goals, use it as an opportunity to remind them and provide additional training or support as needed. Make it clear what signs of progress you need to see toward goals.
Employee Development Step 9: Wrap Up With a 90-Day Review
The first 90 days can be a critical period for new teenage employees.
When you reach the three-month mark, have a formal review. The review is another opportunity to give feedback and set up additional training as needed. It’s also the time to set goals for moving forward.
The first 90 days is a critical period in employee retention. Having a solid on-boarding process for part-time employees gets employees comfortable with the job and the company—and ups your chance of retention. #TeenHiringGap
Step #0 in employee development? Hiring the right teenage employees to begin with! Let HipHire help you make the connection.
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