Starting a new job is almost always a stressful time for new employees, as well as their managers and future work mates. An important question is who is responsible for making the transition a success? Of course the answer is all parties, but managers may have the most important role, and often they fail to do the important things that help insure a successful start.
I like the PLAN approach. It is easy to remember and provides a sound format that managers may use to get started well. Here are some thoughts managers might consider for facilitating a successful start.
Prepare! Map out the first two to three week’s work assignments. This might include work responsibilities, performance expectations and some extra meeting time with you. In addition, share some basic information regarding the new employee’s work credentials, as well as some of the reasons you selected him/her for the job.
Lead! The first day, make sure you introduce the new employee to all the others and allow them to spend some one-on-one time with the new employee introducing him/her to their responsibilities. Also on the first day, share the plan for the first two to three weeks and make sure the new employee learns the organization’s vision and core values.
Action! Take an active interest in the new employee’s activities. Listen for problems and be quick to take action in overcoming them.
Nurture! Make sure you complement the new employee’s successes. It helps to keep them on track and encourages them to excel in their work.
So there you have it. Executive Advantage provides expert help to business owners and managers in helping them with their on-boarding responsibilities.
Do you need to design an Onboarding Process? You can spend hours looking through best practice, or, if you value your time and money, contact us for an Onboarding Process that you can tweak to fit your company’s needs.