2012 is here, and hopefully you've got big plans to grow your
business - I know I have! One of the most common issues I notice working
with growing businesses is there seems to be no process in place for on-boarding
new staff. I can help you put in place some simple, effective processes
that really make a difference to how fast your team ramps up.
1. Introduce them to your most senior
Introducing a new employee to senior leaders early on should
be a priority. Senior leaders should be aware that someone new is starting
- and make an effort to introduce themselves. Even a brief introduction
shows workers it's not just their manager, but the organisation that cares
2. Don't be lazy: don't delegate those introductions...
A new employee's immediate manager or
supervisor should be the one who welcomes them and shows them around when
they arrive on day one. It is easy for a busy manager to think,
"OK, I'll shoot them off to the centralised induction and then I can
get on with doing the job that I'm meant to be
But welcoming a
new worker is not a task that should be rushed or delegated. In fact, those
first weeks and months are the time when the manager needs to focus
the most time on their new employee.
It's going to be more pain and stress for the manager during that time, but
the investment that they make will pay off in enhancing attachment,
reducing the risk of attrition and increasing discretionary effort and
3. Let them settle into their space
A basic physical orientation, including
knowing where bathrooms and lunch rooms are, is another day-one must, but
after that, give them some personal space.
That could mean a locker... it could be a desk, it could be
a room, but they need to have ownership of some personal space from day
one. Otherwise what you have is someone who feels displaced, so they don't
actually feel like they've got a base to go back to, or somewhere to store
some personal effects.
4. Make it safe
A new employee's ability to get in and out
of the building "under their own steam" - without having to rely
on someone else - is also vital. And personal safety is one of those
If the perception
is that my organisation doesn't care about personal safety, then that really
starts to erode that perception of trust and security. However,
employers often tend to think, we'll get to that" because it is
covered in a centralised induction (or in a handbook somewhere buried in
another room). It's vital to do those things up front.
5. Get them contributing early
From day one an individual needs to feel
that they are a contributing member of the new social structure. A new
employee should not be lumped with the jobs nobody else wants just because
they are new. Make sure that they can clearly see the job they were hired
to do - how they fit in, and how they are going to make a difference.