Nine Months: Promoting Engagement and Retention

Continue to invest in your new hire by providing regular feedback, discussing goals and interests, and encouraging them to build relationships. This will go a long way towards ensuring the new hire remains engaged and productive.

1. Expectations And Feedback

• Now that your new hire has successfully completed probation and is a “full” member of the team, discuss his or her future goals with the team
• Continue weekly meetings and start to shift the conversation to workload, ambitions and interests
  • What is something that you really enjoy about your job?
  • What are some areas where you would like to grow and learn?
  • How can I help you meet your ambitions?

2. Build Relationships

• Discuss his or her integration with the team
• Connect his or her work to the UF mission and your team’s values and purpose
• Discuss soft skills such as communication and customer service

Are Your Employees Engaged? Are You Sure?

Ask Your Employees These Questions:

• ​Do you know what is expected of you at work?
• Do you have the materials and equipment you need to do your job?
• Do you have the opportunity to do what you do best every day?
• In the last seven days, have you received recognition or praise for doing a good job?
• Does your supervisor or someone else at work seem to care about you as a person?
• Is there someone at work that encourages your development?
• Does the mission of your unit (department or college) make you feel like your job is important?
• Are your fellow employees committed to doing quality work?
• Do you have a best friend at work?
• Has someone at work talked to you about your progress?
• Have you had opportunities to learn and grow?
• Do your opinions seem to count?
• What do we need to do to keep you engaged, challenged, and a happy member of our team?