Introduction
The first 90 days of employment are a crucial period that can determine whether a new hire thrives or decides to move on. For employers looking to retain top talent, particularly those from the ex-military community, this onboarding window presents a key opportunity to build loyalty, boost productivity, and foster a strong employer-employee relationship from day one. This article shares five practical strategies UK employers can implement to help new employees, especially those transitioning from the Royal Navy, British Army, or Royal Air Force, settle in successfully.
1. Start with a Structured Onboarding Plan
A well-structured onboarding programme should go beyond filling out paperwork. It should introduce the company’s mission, values, and expectations while equipping the new starter with the tools and knowledge they need to succeed. For ex-military personnel, who are used to operating within clear frameworks, this type of structure is reassuring and helps bridge the gap between military and civilian workplaces. Assign mentors or onboarding buddies and create a day-by-day or week-by-week plan for the first month to ease the transition.
2. Set Clear Expectations and Goals
New employees, especially those unfamiliar with the commercial sector, need clarity on their role and what success looks like. Ensure job responsibilities are clearly defined and measurable goals are agreed upon early. Schedule regular check-ins with line managers to discuss progress, offer support, and adjust responsibilities as needed. Veterans are goal-oriented and thrive when expectations are communicated clearly.
3. Foster Open Communication and Feedback
One of the most common reasons employees leave within the first 90 days is due to a lack of communication. Establish an open-door policy and encourage two-way feedback. Create a safe space where new hires can raise concerns, ask questions, or share suggestions. For ex-military hires, who may be adjusting to less formal communication styles, proactive feedback can be incredibly helpful as they settle into a new environment.
4. Build a Sense of Belonging and Inclusion
The transition from the Armed Forces to civilian employment can feel isolating. Employers can ease this by fostering a sense of community and inclusion from the outset. Include new hires in team meetings, social events, and group chats. Encourage team members to learn about their colleague’s military background, which can be a rich source of team strength and resilience. Consider implementing a veteran support network within your organisation or joining industry groups that promote veteran employment.
5. Provide Role-Relevant Training and Development
While ex-military personnel bring a wealth of transferable skills, there can still be a knowledge gap in industry-specific systems or processes. Offering practical, job-specific training demonstrates your investment in the employee and boosts confidence early on. This could include shadowing experienced team members, online courses, or access to upskilling programmes. Many ex-military employees are eligible for additional training support through the MOD's resettlement initiatives, something you, as an employer, can help them explore.
Summary
Getting the first 90 days right is critical. It sets the tone for a new hire’s entire journey with your company. By taking proactive steps to support, engage, and develop your new employees, especially those transitioning from military life, you can boost retention, build stronger teams, and enhance your company’s reputation as an employer of choice.
Call to Action
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