- Create a list of the best ways to work with you. Be careful…this can sometimes come across as arrogant, but if done effectively it’s a great tool. Managers should give new employees a list of the best ways to work with them, whether it’s how to communicate, how they like to review materials, or the best ways to get feedback from them. Who doesn’t want insight into how their boss works? Take the guesswork out of it for them.
- Pair them with a mentor. Especially in larger organizations, it’s easy for an employee to feel lost when they start. Pair them with a successful, tenured employee from a different department so they have access to different areas of the business. Not only will they learn successful tips, but it gets them ingrained in the culture and helps them build relationships with others right away.
- Timeline their experience. Provide an honest picture of what their first few weeks and months at the company will look like. If you know new employees typically feel excited, overwhelmed, and confused all in the first three months, share this insight with the new employees so they don’t feel abnormal. If employees tend to hit a road bump at the six-month mark, tell them and explain the importance of speaking up and sharing that with their managers.
- Cultural onboarding. Every onboarding process should include aspects of the culture and what the employee should expect, whether it’s internal jargon used in meetings, or quirky company traditions. Companies miss the boat when they don’t focus on highlighting the company culture at the beginning. It’ll make them feel a part of the team right away. It’s like going to a yoga class for the first time and not understanding a single phrase or position the instructor is saying. You feel like an outcast and that you don’t belong. You’re less likely to come back for another class.
- Set expectations. Talk about what is expected of them in their first week, it could be to have a positive attitude and ask questions! Also share what you expect them to accomplish. Set the tone for what their role is right away so they can hit the ground running.
- Create their week one agenda. New hires have NO CLUE what they are doing! It's not micromanaging if you are helping them and setting them up for success! Get the team involved and have each person be responsible for training. This helps build relationships, and gets the new hire up to speed and contributing faster.
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Just because a new hire accepted an offer, doesn’t mean they’re committed and invested. Their first week has a lot of influence on whether or not they choose to stay with the company. Beyond having their desks ready, there are other things managers can do to get new employees up and running.