Improving Employee Development.
Every company has it's own set of priorities to help take it to the next level, and knowing which initiatives will make the greatest impact can be tough.
You're never going to have a better shot at engaging employees than on their very first day. Starting a new job is equal parts stressful and exciting. New hires are anxious to make a great first impression, and their new teammates are anxious for them to hit the ground running and become part of the team.
However, we don't always stop to consider what's expected of employers in these early days. Making a good impression cuts both ways, and companies have to start laying the foundation for mutually rewarding relationship beginning on Day One of the employee journey.
Here are 4 key ways to accomplish this hidden success of a company!
#1. Don't wing it
As a small business owner, you're super busy, but integrating new people into your team is among the most sensitive, mission-critical events your business may undergo. You need to take this process as seriously and intentionally as how you build new products, enter new markets or pitch new customers. Come up with a new hire checklist and detailed agenda for the first day and week. Not only does this let everyone know what to expect, it ensures consistency that will keep your culture strong as more new faces join your ranks. Plus, you won't have to scramble to prepare next time.
#2. Make them part of the team
While it's possible that new hires will work independently, it's more likely they will be part of a team(or teams). The sooner they build effective working relationships with their peers, the better and there's a lot a hiring manager can do to make this happen. The starting point is to make sure the team understands why the person has been hires and what roles they will play. It's also important that bosses formally introduce new employees to everyone as soon as possible after their arrival and make it clear that teams are expected to help their new colleagues acclimate and move up the learning curve. A small initial investment of time and effort in connecting the new hire with the team will pay long-term productivity and performance dividends.
#3. Emphasize soft skills
Unfortunately, these vital competencies are often de-emphasized in corporate environments. Even the name soft skills makes them seem relatively unnecessary, but , "These skills are not soft"- they are highly complex, take years to learn and are always changing in their scope. Businesses are a collection of human beings working together, so building core relationship skills, like the ability to collaborate and communicate, is one of the most important things that a company can encourage.
#4. Get them set up right
Imagine how awkward it is when someone shows up at his new job only to discover no one bothered to tell IT to set up his workstation or turn on his email account. It suggests you're disorganized or don't care about your employee's experience, neither of which is likely true. This is an easily avoidable first day snafu that should never happen but still does. Your onboarding checklist needs to cover more than the new hire's agenda of activities. It should also include logistical items, so new employees see nothing but a well-oiled process that demonstrates competence and instills confidence.
Final Thoughts...
You are never going to have a better shot at engaging an employee than on her very first day, so make the most of it by giving your new hire your time, interest and investment.
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