January is always a big time for hiring and onboarding new employees, even in a world where everyone is looking for help. But finding and hiring the right people is only a part of the battle. If you don’t set them up for success, foster them as members of your team and help them grow, you’ll be posting that job again in just a few months.
At the Growth Coach, we have programs designed to help you train your managers, build your staff, use personality insights strengthen your teams and much more. But if you’re hiring someone next week and you haven’t started working with a coach yet, you’ll need some tips out the gate. While this is certainly not an exhaustive list, it’s a great place to start.
Assuming you’ve gone through the hiring and negotiation process and you’re preparing for your employee’s first day, it’s important to be clear about your expectations for things that might seem simple – what should he or she wear, what kind of paperwork do they need to bring on the first day, when should they expect to arrive and leave for the day, etc. Depending on the kind of business you run, you might also want to schedule meet-and-greet meetings with other members of your staff to start things off on a welcoming foot.
Once that first day is under your belt, set your new employee up for some early wins. Give them meaningful tasks that can make a big impact, both to help them feel like part of the team quickly and to build their confidence as a new staff member. This will also give you a sense of their workflow, how quickly they work, the kinds of management they require and so forth.
It’s also important to take time to understand your new employee’s preferred communication and management style. No one wants to be called a micromanager, but perhaps your new employee enjoys that kind of constant feedback that comes with their manager having a hand in their day-to-day work. Maybe your new staff member is quiet in meetings, but does a great job summarizing their thoughts in an email.
Next, make time to help your employee continue to learn and acquire new skills. Employees – especially younger ones – are hungry for continuous improvement and professional development. Giving them the opportunity to grow and stretch their legs, while continuing to do the work you hired them to do, can pay dividends for your company and your employee retention. New employees can bring tremendous value to your organization – let them show you what you could be missing.
Last, and certainly not least, coach your new employee and offer feedback whenever there’s an opportunity. Most people like to know what’s going well – and what could be improved upon – well before a formal review. Don’t wait and waste the investment you’ve made into this new employee by simply being out of touch.
If your company’s onboarding process could use a revamp – or your managers need help making these suggestions a reality – your local Growth Coach can help. Learn more at https://www.thegrowthcoach.com/find-a-coach.