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Employees are the key to every company’s success. The success of your business depends on your ability to employ and train the appropriate people. Many businesses erroneously skip the official onboarding process and wing it when it comes to training new employees.
According to statistics, only 12% of workers strongly feel that their company does a good job of onboarding. This is a big wasted opportunity, with just roughly one in every ten workers believing their company is efficiently onboarding them and their colleagues.
You probably want your workers to have everything they need to do their jobs well, right? Here are five suggestions for easing new recruits into the company and ensuring their success.
Get Ready for Your New Hire
Prepare their office in advance to make them feel at home. If your organization works in person, provide a workstation for their first day. In addition, make sure they have the required programs installed on their computer. Providing basic amenities like notepaper and pencils can also go a long way.
If they’ll be working remotely, you can still aid in the setup of their home office. Consider shipping their equipment (e.g., business laptops) so they get it before their first day. Provide new recruits with a
To make sure your new hires can perform their tasks properly, it’s not enough to just have the right office gear; you also need to have established operating procedures. When you write an SOP, you’re setting standards for the whole process of a certain operation. In this approach, all new hires can see the scope of their responsibilities from the get-go.
Create a Thorough Onboarding Plan
Many businesses make the mistake of overloading their new employees with information too quickly. The first day, or even the first week, on the job is not the time to expect a new hire to know everything. However, they do need a solid onboarding procedure.
Make sure you have a plan in place to teach the new employees in their new position before you hire them. The next steps can be made clear by creating a 30-60-90 day plan that details the employee’s first training objectives.
Use a Wide Range of Training Techniques
The time spent learning how to do a task well is crucial. Your new recruits will spend anywhere from the first week to many months learning the ropes. The success of your new hiring depends on this training, so be sure to cover corporate policies, duties, and expectations.
Choosing the appropriate training techniques requires some careful deliberation as well. While some companies like to use instructional videos, others prefer face-to-face meetings with important personnel. You can use PowerPoint presentations, online courses, and video conferences at your home office today.
No matter what method you choose to orient your new recruit, the material must be interesting and useful in order to have any effect. If feasible, have a previous employee instruct them.
Talk To Your Current Staff
Before advertising a new position, it’s a good idea to notify all current workers through the internal memo, so they’re not shocked; they should know the
By letting workers know you’re looking to hire, you might also be able to find the right people already working there. Hiring from inside might shorten the training period for new employees. However, you shouldn’t skip the orientation just because the applicant is from inside the company.
Introduce your new hire to the
Encourage Healthy Connections
Being the new kid on the block is challenging. You need to get to know your coworkers and understand the ins and outs of your new job. That’s tough for some people, particularly introverts. Make it possible for workers to meet and mingle to assist new hires bond.
Assign a mentor to the new employee if possible. This individual should be familiar with the company and able to answer any queries. On the first day of your new hire’s employment, you could introduce them and suggest that they eat lunch together, or at least start chatting on Slack.
It’s a good idea to set up some time for new employees to meet with the company’s upper management. Allowing new hires to interact with management might make them feel more comfortable working there.
Expert advice on attracting, training, managing, retaining, and succeeding with America's newest generation of hard-working, tech-savvy employees.
