Throughout the interview process, you should be setting appropriate expectations in order to avoid misunderstandings from either party. You should be honest with them about the job requirements so that once they get started, they don’t feel as though the job is too challenging, or perhaps worse, not challenging enough.
When they accept the job, ideally you should already have your prep in motion. This is the time to start getting their work area ready and gathering any materials or tools they may require to do their job well. You should also be letting all other employees know about the new hire, what to expect from them, what their responsibilities will be and if applicable, to whom they will report.
2. First day
On their first day, make them feel welcome by introducing them to each employee, especially your leadership team. If nothing else, they should be assigned a “go-to” person who can answer any questions that may arise. As a new employee is getting used to their new environment, he or she will likely have some questions. Nothing is more daunting than not knowing how to get those answered. The “go-to” person can answer or direct them to someone else who can assist.
Although you won’t get ahead of every question that may come up, it may help address the company’s set of do’s and don’t’s. The first day is a good time to go over what those are to ensure that they understand what type of behavior is expected.
Finally, having a training process for learning your systems and processes is the key to a successful onboarding process. This may be dragged out if you have a lot of different programs for completing a task. At Spud Software, we have training videos to help our new employees navigate our software. Software is a great way to keep employees organized and be able to review company progress.
3. Open door policy
At Spud Software, we have an open door policy. If an employee ever has concerns within the company or needs to talk about their position requirements, our leaders’ respective doors are always open to our employees. They will lend an ear to any employee who needs to be heard or just has some questions about their position. This practice prevents minor roadblocks from becoming major problems.
There’s nothing worse than having an employee that feels alienated or doesn’t understand what they’re supposed to be doing. – Derek Sommer, CEO/Owner