Thinking of hiring a new person for your team, here are some points to follow that will ensure an easier passage for your newly hired staff.
The Grand Tour
Taking the time to give new employees the full tour of the office not only makes them feel welcome but emphasizes the pride that you have in your company. There is an immediate common ground when we show a guest our home; it is no different in the office, and it begins the process of the employee feeling a sense of ownership and pride in their new position. Point out important pictures, specific employees, the break room, the bathrooms, and little eccentricities that bring about a feeling of belonging.
Employee Handbook
Have available the Employee Handbook. Give your new staff adequate time to go over it fully before you even start assigning them a task. Emphasize that you will be back in thirty minutes or so to answer any questions that they might have regarding the handbook. In doing this, you are stressing the importance of the Rules and Regulations that control the company, but also the value the company places on its team members and their rights as employees.
Assign a Mentor
Probably one of the most important elements in making new employees feel a part of the organization is a Mentor. The Mentor should be a person who will answer questions and concerns on a daily basis; take the lunch break with the new staff member; make certain that the employees meet the other team members and understand the chemistry of the team. Mentors are a significant tool in implementing unity between the new staff members and all the others. There is much to be learned at the water cooler in most offices. A Mentor assists in navigating the new employees into the employee pool.
Probation Period Checklist
The standard probationary period for most staff members is 3 months - the 90 day count down. While such time periods are important, even more importantly is to let employees understand what is expected of them during this trial period. A clear objective, written togethr with the new staff members of a list of desired qualities and accomplishments during this 90 day period, gives the employees a directional compass to follow as well as you a tool for evaluation. Make it a habit to check in with the new staff members frequently during this trial to answer any questions and to encourage job performance and abilities.
Share the Vision
Express your desires for the company and why their being a part of the team is important to you and the growth of the firm. Everyone wants to feel needed. The most loyal employees are that way because they believe the company would fold without them. Help the new staff members to buy the vision of the company. Understanding where the company is going and how it will get there gives employees direction. Knowing where the company is going helps employees to pull together on common ground. There is nothing worse than working for nothing. If you do not know why you are pulling, do you really put forth much effort? The destination is the key to motivate action
Hiring someone new to work in your business is one of the most critical decisions a business owner makes, although it is not always given the justice it deserves. If a position is vacant, or additional staff needed, recruitment decisions are often driven by the pressure to get someone in quickly, rather than waiting for the best person to fill the job. Lack of proper and systematic recruitment process can also result in a high cost to the business.
At Indigo we understand people - what engages them, what encourages them to perform, and what drives them away. With over 20 years experience working on recruitment issues in business, our job is to help you make the most of your investment in people.
