Starting Your New Employees Off Right
- Date: 2007-03-29 - Word Count: 464
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You may not realize, but when you bring a new employee into your business you only have one chance to make a good first impression. Research confirms that a poor (or lack of) induction is a major contributor to how engaged that person is. The more engaged they are, the harder they will try and the more effort they will put in.
The best companies have standardized induction processes that can span several weeks, involving building tours, meetings with key individuals, training programs on company history, introduction to systems and so on.
Starting a new job can be an anxious time. Not only are you unsure of yourself, you also have yet to truly evaluate the company now employing you. Day 1 is an employers' best opportunity to make a new employee feel confident that they have made the right decision.
So what happens in your business? It's not necessary to go have a program that extensive if your business is smaller, but there are some basics.
Before they Start
Make sure there is a desk and chair for them before they start. Arranging it on their first day makes it seem like you forgot they were coming (and maybe you did….)
Arrange any computer equipment and telephones before they get there. Don't forget to issue any passwords or logon's they might need.
Let the team know what day they will be starting, and what their responsibilities will be.
On their First Day
Be there to welcome them
Finish off any outstanding paperwork
Give them a tour of the office
Introduce them to the team and discuss relevant team processes (eg - weekly meetings etc)
Take time to explain other significant company processes and how they work. For example, how their performance will be monitored and managed, and how they will be rewarded.
Go over their key responsibilities and what you expect from them in their first 3 months.
Provide them with an outline of the training they will receive and when (eg - on specific business or computer systems)
Buddy them up with someone in the team who can look after them in the first week and answer their questions.
After their First Day
Check in with them at the end of the first week to see how they are coping. Ask what else they need, or what you can do to help
Check that their training is taking place on schedule
Check in with other team members to see how the new employee is faring
Over the next few months, closely monitor their progress and satisfaction with the job. Take any steps you need to to fill gaps or provide additional support.
Make the effort and 'wow' your new employees during their first week. An organized and comprehensive introduction shows the new employee that you are serious about them, and sets the company sets the foundation for a long and productive relationship.
The best companies have standardized induction processes that can span several weeks, involving building tours, meetings with key individuals, training programs on company history, introduction to systems and so on.
Starting a new job can be an anxious time. Not only are you unsure of yourself, you also have yet to truly evaluate the company now employing you. Day 1 is an employers' best opportunity to make a new employee feel confident that they have made the right decision.
So what happens in your business? It's not necessary to go have a program that extensive if your business is smaller, but there are some basics.
Before they Start
Make sure there is a desk and chair for them before they start. Arranging it on their first day makes it seem like you forgot they were coming (and maybe you did….)
Arrange any computer equipment and telephones before they get there. Don't forget to issue any passwords or logon's they might need.
Let the team know what day they will be starting, and what their responsibilities will be.
On their First Day
Be there to welcome them
Finish off any outstanding paperwork
Give them a tour of the office
Introduce them to the team and discuss relevant team processes (eg - weekly meetings etc)
Take time to explain other significant company processes and how they work. For example, how their performance will be monitored and managed, and how they will be rewarded.
Go over their key responsibilities and what you expect from them in their first 3 months.
Provide them with an outline of the training they will receive and when (eg - on specific business or computer systems)
Buddy them up with someone in the team who can look after them in the first week and answer their questions.
After their First Day
Check in with them at the end of the first week to see how they are coping. Ask what else they need, or what you can do to help
Check that their training is taking place on schedule
Check in with other team members to see how the new employee is faring
Over the next few months, closely monitor their progress and satisfaction with the job. Take any steps you need to to fill gaps or provide additional support.
Make the effort and 'wow' your new employees during their first week. An organized and comprehensive introduction shows the new employee that you are serious about them, and sets the company sets the foundation for a long and productive relationship.
Related Tags: business, research, anxious, basics, confident, companies, employee, employing, impression, induction, training programs, extensive
Megan Tough is director of complete potential, a leadership and HR consultancy based in Sydney, Australia. At complete potential we understand people - what engages them, what encourages them to perform, and what drives them away. With over 20 years experience working on HR issues in business, our job is to help you make the most of your investment in people. To learn more visit www.completepotential.com Your Article Search Directory : Find in Articles
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