6 ways to improve employee retention

By Central States Manufacturing.  

Learn how Central States Manufacturing creates a welcoming environment for new hires. 

Ensuring that new hires feel welcome is crucial, as it sets the tone for their experience with the company. Creating a sense of belonging is crucial for the company and for employee-owners to have a sense of belonging long term. Central States Manufacturing's employee-owner retention program outlines six key strategies for making new hires feel welcome, which are essential to fostering stronger employee-owner retention. This program has been successfully implemented, and our CEO Jim Sliker has seen the positive results in over 1,400 employee-owners nationwide. 

1- A warm welcome: First impressions matter 

“From the very first interaction, it’s crucial that new hires feel valued and supported,” Sliker said. “Before their official start date, we communicate detailed plans for their first day. This includes logistical details like where to park and who to contact upon arrival. Meeting new hires at the door and providing a well-organized, ready-to-use workspace sets a tone of care and preparation.” 

On their first day, new employee-owners are introduced to their team and given a tour of the facilities. This initial experience emphasizes that they are joining a community that cares about them as workers and individuals. Encouraging a culture where everyone, from executives to peers, takes time to welcome and assist new hires fosters an immediate sense of belonging. 

2 - Cultivating a supportive culture 

Our culture at Central States is our secret sauce and protecting it starts with recruitment. Prospective employee-owners understand the company’s values and what it means to be an employee-owner. This upfront transparency ensures that new hires are not only excited to join but also align with the organization’s cultural values. 

Once onboard, new hires are immersed in this culture through daily interactions. 

“It is vital to encourage experienced employee-owners to engage with new hires, answer their questions and offer support,” Sliker continued. “This creates an environment where newcomers feel comfortable and are more likely to ask for help when needed.” 

3 - Empowerment through education 

Educating new hires about their role within the company and the broader business context is crucial. This includes not just training on specific job duties, but also explaining how their work contributes to the company’s success. Providing access to information about the company’s goals, strategies and performance helps new employee-owners see the bigger picture and understand their place within it. 

The Central States onboarding program is robust and also includes regular check-ins and feedback sessions. This allows new hires to express any concerns and receive guidance, ensuring they are on the right track and feel supported in their new role. 

4 - Building relationships and community 

“We are a relational company,” commented Sliker. “Healthy relationships at work are foundational for a positive employee-owner experience This takes place through mentoring programs, team-building activities or simply encouraging social interactions during breaks. Creating a sense of community within the workplace helps our hires feel like they are part of something larger. Recognizing and celebrating personal milestones and achievements fosters a familial atmosphere, which is particularly important in an employee-owned company.” 

5 - Ownership and accountability 

Understanding what it means to be an employee-owner is critical for our new hires. This goes beyond the technical aspects of share ownership through the Central States ESOP (Employee Stock Ownership Program) and includes fostering a sense of responsibility towards the company and each other. New employee-owners are encouraged to adopt an ownership mindset, which means prioritizing the company’s and colleagues’ well-being alongside their own. 

“That employee-ownership mindset is cultivated through regular discussions about the company’s core values – Can Do, Act in Love and Own It – and how they translate into daily actions. We encourage open communication, transparency and peer accountability which helps our new hires understand that they have a voice, are listened to and that their contributions matter.” 

6 - Continuous development and retention 

Retention is not just about the initial onboarding; it’s an ongoing process. Regular performance reviews and career development discussions help new employee-owners see a future within the company. Providing opportunities for growth and advancement shows that the company is invested in the employee-owners long-term success. 

“Ultimately for us, retaining new hires as long-term employee-owners requires a combination of welcoming gestures, cultural alignment, continuous support and development opportunities. By investing in these areas, we have been able to build a loyal, engaged workforce that drives success and innovation. But it’s a multifaceted process. By focusing on first impressions, growing a supportive culture, educating and empowering employee-owners, building relationships, fostering an ownership mindset and committing to their ongoing development, we have seen a positive trend of new hires not only staying but thriving as valued members of our organization.” 

Original article and image source: Central States Manufacturing