13/09/2018
Recently at The Lakes Weekly Bulletin, we took on a new employee, which is a big job!, and I breathed a sigh of relief after receiving a signature from our new hire on the returned employment agreement.
Satisfying, right? Now, I realised we needed to put as much effort into their first couple of weeks to really cement the way that they perform, especially initially. I expect great performance from them, but it is not guaranteed. Here is my list of must-do items that I thought was worth sharing:
1. Set expectations
Setting expectations with a new hire is a self-fulfilling prophecy. You are excited about having them start, or you would not have invited them to join your team.
If you set expectations, they can move forward with focus , knowing exactly what you want them to achieve; however, if you set none, it can lead to frustration and misalignment.
2. Communicate
During the interview process, you are focused on what the individual can bring to the business with their talents, including opportunities you think they can take and results you think they can deliver.
Have you shared those expectations with your new employee? Why wouldn’t you? Provide metrics for the performance you want to see if possible. It’s an easy exercise.
Ask yourself exactly what you would be thrilled to see from them in the first three months. Write it down and give it to them. You will likely see a new hire work hard to achieve the goals that you've set. You will be happier, and they will be even more so. And you will both be on the same page.
3. Deliver an Induction program
These are the basics so that when the new hire starts they feel welcome and engaged in the whole business. There is nothing worse than feeling lost and confused in that early period.
Engage and welcome them
Send personal notes if they have to work out their notice in another company
Help build a community for them by introducing them to their new peers and have your team reach out to them with a personal welcome
Have their desk, phone, computer, business cards, and security codes ready on the first day
Make sure that they understand your dress code and office hours before they start work
Help them get exposure to everyone they will work with, so they put an early focus on their contributions
Induction with a strategy will provide a dramatic improvement in retention rate and productivity . Here is the message you are sending with a strategic onboarding process:
We are busy, we expect you to be
We are organized, we expect you to be
We are serious, we expect you to be
We are professional, we expect you to be
Every organization I have ever worked with looks for people to join them because they are striving to improve performance. Set expectations with your new hire through an effective onboarding process and you will get a solid performance, early. Set no expectations, and you will risk doubt in both your mind and theirs.
David Gibbs
Commercial Operations Manager - Lakes Weekly & JobFix
