Have clear expectations, create a probationary period, measure performance, use the buddy system, make sure you work with a staffing firm that holds onboarding training for your candidates. It will then describe how People Plus holds onboarding training for employees.
Every candidate deserves to start on the right foot. This requires that the employer provide the tools and training they need to bring them up to speed quickly. However, many employers struggle in this area. They may improve their onboarding process but it could also take trial and error that ultimately costs them good people. We’ve seen employers struggle with onboarding. These five tips will help you get your new hires up to speed faster and help retain them longer.
Five Tips to Get New Hires Up To Speed
Set Expectations From Day One
Go over your employee handbook with your new hires. This should establish rules, regulations, and policies that will help establish your new employee’s place in the company. Expectations that you discuss should include when is okay to take breaks, how much vacation time is acceptable, and how your employee should schedule this. It should cover things like harassment at work and the company organizational chart so the employee understands the rules and processes should something happen at your business. Have the new employee sign off on the document and keep a copy for their reference.
Establish a New Employee Probationary Period
It’s not unheard of to have a 60 or 90-day probationary period; in fact, most employers do. This is a time for you to closely observe the employee and make sure they are a good fit. Doing a daily touch base with them will help you to provide the support they need while also counseling them in areas where they can improve. It’s okay to shadow the employee and observe their behavior, they provide additional training if they need it. All of these steps will help the employee by giving them the support and guidance they need to succeed long after the probationary period is over.
Set Up Performance Goals at the End of The Probationary Period
This will not only help you establish what is expected for a long-term employee but will also give the worker a chance to hit it out of the park and excel. Then, if you have a rewards system in place, whether it’s raises, promotions, or other incentives, you can give the employee an “atta boy.” It’s a good idea to make these performance goals very clear but also frequently rewarded. For example, an annual bonus is a long time to wait for this kind of motivation.
Establish a Mentor
Having someone to turn to for advice other than a supervisor is an important way to support your new employee long after onboarding is over. Having a mentor will help the new employee learn faster while settling into your culture. The mentor could be someone outside the department or a senior employee interested in helping new employees acclimate. Either way, having a mentor helps new hires make their way into a valuable member of your team.
Set an Open-Door Policy
Finally, make sure you have an open-door policy when it comes to all employees, but especially the new hire. They may bring you valuable ideas to improve the business or they may just need advice or training. Either way, create office hours where the employee can come to you confidentially about any issues they’re having. This will help them stay productive over time.
Need Help Finding The Right New Hires? People Plus Can Help!
People Plus works closely with employers like you to improve time to hire. We have talent and can help find you the best match for your company. Call on us today.