An effective employee on-boarding process helps to ensure that your new hire will be successful in their role. A new employee that is left to fend for themselves may have a hard time understanding their role and its responsibilities. Therefore, to help ensure that everything runs smoothly for a new employee, it’s also important to give them consistent support. In this article we discuss some key steps that you can integrate into your on-boarding system.
Organize the Process
Creating checklists for your hiring system will help to keep the process organized and ensure that you cover all the necessary steps. These checklists can include the things that you want the employee to accomplish in a week, month, and year. In addition to creating checklists for yourself, create a guide with checklists to give to the new employee. Having these documents will help them to review the key areas that they need to learn, see their progress, and identify where they may need help.
The First Day
The first day of on-boarding is often the most important. It is the day when an employee gets introduced to many new things about the company. It is essential for both the employee and the company to make a good first impression on this day, just as it was in the interview stage. The first day can include getting the employee set up with systems and processes, giving them an employee handbook and tour, going over important rules, and introducing them to their tasks for the week.
The First Week
During the first week of on-boarding an employee, check to make sure that the employee has everything they need to do their work and that they have been introduced to the main people that they will be working with. Give the employee their first tasks but don’t overwhelm them with too much in the first week since they have a lot to get used to.
Check in with them each day to make sure that they are on track and to answer any questions that they may have. If they need to be trained on certain things, have someone scheduled ahead of time to train them. Let the employee know what your expectations are for performance and create goals for them.
The First Month
In the first month, review what has been accomplished so far and identify areas where changes or more help may be needed. Ask the employee for their feedback and give them feedback on their progress. Make sure that everything is being accomplished in a timely manner. Speak to other employees who have been working with the new employee to get their impressions on the employee’s progress.
The First Three Months
Employee probationary periods typically last for three months. At this point, you should have a good idea about whether or not the employee will be a good fit to work with your company long-term. Evaluate how well they have done with their assignments and with working with others on your team, as well as with customers.
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