CIOIT Staff & Team Building

3 Tips to Set Your New Employees Up for Success

It may seem like the hiring process ends when you find the right person for the job. But the shift in workplace and culture can be jarring for new employees and might create a disconnect between the employee and the business. In an article for TechRepublic, Patrick Gray gives some ways to make your new hire feel welcome:

  1. Roll out the red carpet.
  2. Offer a buddy and a plan.
  3. Assess employee wellness over time.

 Putting the Best Foot Forward

Start out by properly preparing for the new employee’s arrival. Have them complete as much paperwork in advance of the first day as possible, and clue them in to the dress code so they have no doubts about how to show up on the first day. When they arrive, show them that you are excited to have them join your staff, to alleviate any feelings of uncertainty they may have going into the new position.

Another thing you can do is set up a buddy program for new employees. Essentially, you set up a new hire with another employee who has been there longer and can answer questions and give advice. These two people should be around the same rank in the company, as opposed to the buddy being in a supervisory position to the new employee. The buddy can assist in matters that the new hire might find too silly or unprofessional to bring up to a supervisor.

Along with a buddy, Gray says to implement a 180-day plan for the new employee:

… a 180-day plan lays out the tasks and expectations of your new staff member. Ideally, this plan should have recommendations relevant to the new staff member’s role and position within your company, but don’t let the perfect be the enemy of the good. If you don’t have specific plans, start with a generic version that highlights any administrative tasks, training courses, and fundamental activities or considerations the new employee should consider on 30-, 60-, 90-, and 180-day intervals.

Along those lines, there should be periodic check-ins to observe the employee’s progress and see how they’re settling into the company. Check-ins can be either via automated surveys or preferably by the individual who authorized the hire.

You can view the original article here:

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