How you welcome your new employee to your team will influence everything about that person’s experience. They say you don’t get a second chance to make a first impression, and that goes for the company as well as the employee. A good retention program starts with a quality onboarding process. So, if you want to ensure that your new staff are happy and engaged with the job, start right from the beginning. Here are some tips to get you started.
- Make an announcement.
Don’t keep your new talent a secret. Make a companywide announcement that can help break the ice for those who will be interacting with the new team member. Before they arrive, let your staff know with a memo, email, or meeting announcement. Once they start the job, they will be impressed with the level of positive attention they receive based on this simple action.
- Get ready ahead of time.
The single worst thing that can happen to a brand new employee is to feel like the company isn’t ready for them. It happens time and time again and can influence someone’s decision to leave after a short time period. Have their office or desk space secured before their start date. Make sure they have a working phone, computer, and the right desk supplies to get started off on the right foot.
- Share context for company language.
There is no company that exists without their own language and inside communications style. This even goes for jokes that are shared around the office. It can feel isolating to not understand the things that are being said. Share the context for the new employee as these things are being communicated. If they hear an inside joke, tell them the story behind it. It will make them feel like they’re being included.
- Teach the corporate etiquette.
At the same time, there will be some general office etiquette practices that may or may not be common sense. For example, everyone can relate to issues in the break room. Let me know who makes coffee and when, how to wash up, where to store their food safely, and more. You can show them other aspects of the office too, such as how mail is handled or the how the copy area is organized.
- Be available for questions.
Above all else, make sure that you are available for your new employee when they have questions or concerns. They shouldn’t be made to feel as though they are an interruption or a bother when they ask you for more information about their job, the environment, or coworkers. You can be there directly, give them a direct line of communication, or assign them to an office mentor who can show them the ropes in their first days.
Do you have questions about your onboarding process?
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