The recruitment and successful onboarding of new hires is an integral component for the success of a business. Naturally, employers would want new hires to feel that they have been welcomed within the organisation. For new employees, it is necessary that the role is defined and contains a clear career path.
Onboarding employees well can promote better retention rates and the reduction of expenses associated with the engagement of new hires. Onboarding employees in the right way requires good planning to cater for both training and organisational processes. In this article, we shall be discussing some of the things to keep in mind when dealing with new hires.
Plan for their handover and training
New employees that do not have a plan for the handover and training that they need to perform well in the role can feel confused and ostracised. In order to get this right, the role needs to be properly defined and expectations made clear from the offset. By understanding what is expected from the new employee, the handover and training to be provided become clearer.
Regular performance meetings
In most cases, employees would need guidance in their first few months. This would be that stage of employment where employees likely need the most help. One way to keep tabs on a new hire’s contribution is through regular performance meetings, to discuss positives and areas for improvement. This makes the employment experience quite clear, where the bar is set, leaving little leeway for misunderstanding.
Just because an employee is new does not mean that the initial months are a honeymoon period. Performance still needs to be measured based on the tasks assigned. Using performance tracking software can enable both the employee and also the direct reporting line manager to keep tabs on the status of the tasks and projects assigned. Adopting this method allows management to understand to what level the new employee is contributing and whether there is the potential for further growth and improvement. Understanding this during the initial stages allows businesses to examine whether they made the right choice or not with the hire.
It is important to monitor whether a new hire needs additional resources to help him or her achieve objectives more efficiently. New hires might not feel too comfortable to ask for additional resources, as they may feel that they would be burdening the business with such requests.
New hires need time and support to adapt and contribute to a business. Without this initial boost, it would be difficult for them to prosper and thrive.