Making a strong first impression and properly integrating a new hire into a new position is imperative if you wish to inspire loyalty and high morale in new employees.
Often, businesses may be forced to terminate an employee immediately or an employee may leave a business without giving the business ample time to replace the departing employee. In these cases, it can be tempting to forego the traditional on-boarding process in an effort to fill the vacant spot as quickly as possible.
If you’re interested in promoting peak performance and encouraging loyalty and high morale amongst your staff, then it’s important to make sure that your employees know that you’re invested in them and their success. Here are some best practices on how to properly on-board an employee:
A Proper Introduction
The first step of the on-boarding process should involve a formal introduction and meet-and-greet with direct managers, coworkers, peripheral staff and, if possible, having a high level executive take the time to meet each new hire.
Policies, Procedures and Company Values
At an early stage in the on-boarding process, it is important to set the right expectations for new hires. Take some time to highlight important policies, standard procedures, expectations.
In addition to highlighting key policies and procedures, be sure to give your employees a copy of the employee handbook that they can peruse or reference at their leisure.
It is essential that your new hires feel confident that they will be able to perform the job that you need them to do. There is, however, only so much that a person will be able to absorb through training.
What’s most important is that you follow up with employees regularly in the weeks and months following training to make sure that they are acclimating to the position.
Successful on-boarding cannot be done in a 2-3 weeks. Proper on-boarding should last a year.
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