Do you remember the days when banks would offer awesome, shiny new products to new customers?
Banks gave away free slow cookers, 150-piece Tupperware sets, and 800-thread count Egyptian cotton sheets. It was a great time to be a new customer for big banks back then, but what were they offering their loyal customers who’d already gotten their slow cookers many years before? Nothing — unless you count fees, fines, and penalties as “gifts.”
In the business world, a lot of companies are still offering their versions of fabulous sheet sets to their new hires while leaving their long-standing, existing employees in the corner without any rewards for their efforts and achievements through the years. Sure, it’s great to be a new person who’s onboarded into an organization that showers you with love on your very first day. But this can also lead to resentment and disengagement from the people who have put in their time and have grown along with your company.
In the business world, a lot of companies are still offering their versions of fabulous sheet sets to their new hires while leaving their long-standing.
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Is it possible your company is doting on new employees without realizing it’s creating friction within your existing teams? Let’s take a look at a few ways you can show value to your existing employees, too.
1. Involve them in the interview process
There are plenty of ways to involve existing employees in the interview process.
If you’re open to including one or two long-term employees in a group setting, this can be a great way to build their skills since a seasoned interviewer will likely be taking the lead. In this case, set up a time before the interview to meet with your employees and go through the questions they’d like to ask. Make sure those questions remain consistent across candidates so you’re sticking to a structured interview process.
Remember, your candidates’ soon-to-be co-workers have their fingers on the pulse of the team differently than you do, so it’s important to get their perspectives on potential new hires.
- The employees feel empowered and important enough to be the face of the company during their scheduled interview.
- Existing employees can ask structured questions that are more role-specific than some the candidate might get from HR – they know the work best so it’s easier to gauge how well responses align with the day-to-day tasks of the role.
- The candidate will usually feel more comfortable asking different types of questions than he or she would if the interview only included executives or hiring managers.