14 Jun Develop and Retain New Hires through Strategic Onboarding

New Hires through Strategic Onboarding

Develop & Retain New Hires through Strategic Onboarding

The first day on a new job can be overwhelming for most. Indeed, trying to learn the ropes of a new role while navigating company rules, policies and physical layouts, as well as meeting new colleagues is quite a handful for new hires. Indeed, an article on the world economic forum website notes that “The first day at your new job may be among the most memorable- and perhaps stressful- of your career.”

New hires know just how important it is to make a good first impression early in their tenure, but it’s also important for companies to put their best foot forward for their newest team members. The candidate wowed the organization at the interview. Now, it’s time for the organization to wow them with a perfect first day at work.

Applying the following points could put your organisation in good stead towards achieving this.

Make sure your expectations are reasonable
Have you had similar situations where new staff were able to meet or exceed your goals? If so, it is probably an indication that your expectations are reasonable. If not, you may need to adjust your them.

Ensure that the employee clearly understands your expectations
To ensure that there’s no misunderstanding between the employee and the manager, first, explain your expectations in detail. Then, ask your employee to describe to you how they will fulfill the requirements. This will help to eliminate miscommunication.

Remove all organizational roadblocks
You should remove all internal roadblocks. These speed bumps may include policies, procedures, internal politics or a lack of critical resources (such as the right equipment to do the job). Correct all of these issues. Of course, you can’t be responsible for removing employee-generated roadblocks (such as personal problems).

Train the employee and give him or her time to practice
While your employee professed experience, all organizations are unique. Different computer systems, policies, procedures and corporate culture can prevent good employees from being immediately successful. Make sure the employee is appropriately trained and has had sufficient time to practice the new skills.

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Ensure that the employee is motivated to perform
Most employees need both rewards and consequences to perform well. An environment that is skewed heavily to either one or the other will result in dysfunction. Giving employees praise for a job well done often results in them repeating the behavior. Catch employees doing something right and tell them about it. Likewise, employees must understand that poor performance may result in discipline and/or termination. Avoiding negative feedback may make things easier for the manager in the short term, but it’s unfair to the employee and will result in greater problems in the long term.

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