As managers, we’ve all been there: Human Resources contacts you and asks you to be a manager for a new employee who is starting in two weeks. So, what do you do? Well, the first step is to understand that an employee’s relationship with their manager is one of the most significant workplace relationships they will have. How people are treated when they join your company determines whether they become productive quickly, whether they become engaged and participate in decisions and innovation, and ultimately how long they stay with your organization. We know, that’s a lot of pressure to put on you! Luckily, we have provided a few guidelines below to help you welcome your new employee and ensure their first year on the job is successful and engaging.
The employee’s first day:
Your new hire’s first day is going to be overwhelming. You remember what it was like. The new employee attends orientation, they fill out paperwork, receive their company assets, and try to get a lay of the land. It’s a full day that can lead to information overload and confusion.
Your goal, as a manager, is to help make the new employee’s first day welcoming and encouraging. Opening the lines of communication is important to provide the employee with a sense of comfort and support.
The manager’s primary responsibilities on the employee’s first day include discussing with the employee:
· Their role within the company
· The organizational structure of the company and how they fit in
· The overall business and expectations of how they will contribute to the success of the organization
After sharing this information, you should also make sure to introduce the new employee to other employees on their team and with whom they will be working.
The first 90 days:
As the employee progresses through their first few months of employment, you should assist them in completing their assigned onboarding tasks and make sure to have a discussion around aligning their performance goals with those of the department and company goals. Setting expectations is very important during an employee’s first few months on the job, and should ideally occur within the first 30 days.
You should sit down with the employee and review performance expectations, the employee’s role within the team, department, and company, and how their performance contributes to company objectives. By the employee’s 90th day of the job, you will want to make sure to have a discussion with them reviewing their overall onboarding experience, making sure they have completed all assigned tasks, and ensure they have the support and tools they need to remain successful and engaged.
Take time to frequently and consistently meet with your new employee to discuss their performance, progress, and potential. Practice active listening and engage the employee in discussions about their current satisfaction with the company, their role, their team, and their work.
By providing frequent feedback, taking time to build relationships and mentoring your new hire, your impact on the employee’s first year will be truly effective. If you follow these guidelines when onboarding a new employee, you will be successful in reducing employee turnover, increasing productivity and employee morale, and most importantly, you will have cultivated a valuable and significant relationship with your employee, giving them the support and tools they need to be a valued contributor to the success of your organization.