Finally finding top talent and making a hire is exciting, especially in a competitive world like medical sales. However, what happens if that new hire doesn’t pan out?
Unfortunately, this is a common issue. A 2018 report from Jobvite found that 30 percent of new hires have left their job within the first 90 days. Delivering an excellent employee experience is all the more important during a new hire’s early days.
This is how you guide your new hires through the early survival stages of their medical sales career:
Showcase Cultural Fit
Building a strong medical sales team paves the road for continued success. But a team doesn’t just deliver the numbers you want. They form a special bond with one another.
Your culture is the character of your team. And if you’re not fostering a positive, comfortable environment, you’re going to lose top talent.
When you’re first introducing your new hires to their colleagues, ensure they have plenty of time to get to know each other. Many employers overlook the value of this rapport building.
As a 2018 Officevibe poll found, 34 percent of employees don’t think they have enough social interaction with their colleagues. Socialization is especially vital in those first 90 days.
New hires want to feel like they belong. Assign collaborative activities to get new hires acquainted with your workplace culture by encouraging teamwork. When they learn the ropes alongside others, they’re more likely to feel welcomed and valued as part of the team.
Deliver On Your Promises
You mastered your employer branding strategy. You promoted to the right channels, and your careers page looks great. And your hard work is paying off. Candidates are flocking to you because you promise a positive employee experience.
Make sure you follow through.
For example, if you’re promoting a growth-focused culture on your job posting, prove it by showing them professional development courses you offer.
Otherwise, you will lose talent and even earn a negative reputation. In fact, a 2016 CareerArc survey found that 72 percent of candidates who had a poor candidate experience said they shared that experience online on an employer review or social site, or directly with a contact.
If you’re known as the medical sales company that overpromises and underdelivers, you will struggle to attract and retain talent.
Make Support a Priority
If you’re giving new hires minimal direction and leaving them to fend for themselves, they will feel abandoned. What’s worse, they will struggle with their performance, feel discouraged, and burn out quickly.
Don’t simply let them suffer in silence. Ensure they have a support system when they’re brought on, and continue supporting them throughout their tenure.
For example, start a mentorship program so they have a team of veterans to talk to when they need direction. As the Officevibe poll found, 82 percent of employees highly value their colleagues’ input.
Provide internal communication channels that make it easy for new hires to ask for help from others. Also, encourage your medical sales veterans and leadership to celebrate your new hires’ progress and provide continuous feedback.
Keeping them engaged and supported will show new hires they can grow and learn with your company long term.
Challenge (But Don’t Overwhelm) Them
Workplace stress is common and should actually be expected. However, when it’s debilitating, it can hurt the overall employee experience.
According to the Officevibe poll, a staggering 60 percent of employees notice that their job is taking a toll on their personal life. What’s more, 32 percent say they often take work home to complete.
Gauge how your new hire handles pressures of the job. You don’t want them to feel bored, but if you push them too much to learn new skills, they’ll feel overwhelmed.
You want to ensure they have a personal life out of the office, while still growing professionally in the way they desire.
You’re not a mind-reader, so simply survey them to see what they expect in their workloads and identify how they like being pushed. Check in with them so they are comfortable with the workloads as they progress through their 90 days and beyond.
Introduce new challenges to them on a regular basis that fit their preference. This way, they build confidence while learning new medical sales skills.
How are you empowering new hires to succeed beyond the 90-day mark? Share in the comments!