In this post we'll primarily focus on what you can do during your employees’ first week to set them up for success.
Your Employee's First Day
First days are tough. That's something we never really get over. Whether it's your first day at school, your first job, or your first day at a new job the experience can be nerve wracking. Your job is to make sure the first day goes as smoothly as these things can. Here are a few ways you can make sure that happens:
- Set up your employee's workspace with everything they need before they arrive
- Assign a mentor to show them around and field their questions
- Make sure they have access to all of the accounts they will be using
- Inform all of the other employees about the new arrival
- Make sure they have the numbers of important departments like tech support and HR
An employee's first day serves as an introduction to not only their duties, but also their coworkers and the general landscape of the office. In fact the less busy work you give them on their first day the better off they'll be.
The Rest Of Week One
For the rest of the week you should slowly ease your new employee into their duties while continuing to introduce them to key members of your team. One great way to do this is by scheduling lunches with the people they'll be interacting with most. This will allow them to become better acquainted on both a personal level and a professional level in a less tense setting. It also has the added benefit of not conflicting with anyone's work. At the end of the week you should follow up with the new hire to see how they're settling in. Again, a scheduled lunch works well for this. Your new employee will appreciate the one-on-one interaction.
Make Sure You Keep It Going After Week One
Yes, the first week is crucial. That doesn't mean you can just end the process after week one, however. Onboarding is an ongoing process that should only end once your employee is fully integrated and comfortable with their job, and that takes much more than a week. At the end of their onboarding you can follow up and ask them questions about their experience. Did they feel it was a smooth transition? What was the best part about it? What was the worst part? You can then use this knowledge to improve the process for future employees. It will never be perfect, no process is, but you can come pretty close if you just pay attention to what your employees are saying.
At Summerlin-Roberts we will work side-by-side to develop an effective new hire onboarding plan that lets you develop and retain the talent your business needs to thrive. Please, contact us today to find out more about our services.