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How to Set Your New Employees up for Success

When a new employee walks into the workplace for the first time, they are likely to feel anxious. This is entirely normal. Making your new hires feel welcomed and valued as members of the team not only alleviates these anxieties, but also enhances their productivity and general performance levels. Keep reading to learn how to set your new employees up for success.

Don’t Rush

Think of your recruit’s training period as a marathon, not a sprint. Pushing people to complete it faster could easily backfire. Giving new hires the patience and space they need to adjust to their new surroundings helps them properly integrate into your company culture.

Racing new hires through training means that you’ll miss out on significant opportunities to connect with your new recruit. It also means forcing them to pick between either understanding their duties or understanding the corporate culture. Offering new employees sufficient time to feel at ease can significantly improve retention rates.

Foster Development

Professionals are most motivated when they sense their organizations are interested in nurturing their careers. Plan quarterly leadership development discussions with new hires. In the first month of their new job, chat with each employee and ask them to imagine where they want to go and what training and guidance they’ll need to get there. Then set measurable goals to help them get there. Being open with your new employees about how they can progress in the company is a great way to set your new employees up for success.

Be Thorough

The ability to create and maintain an effective training program for new employees is a crucial managerial skill. More than simply showing new hires where the break room is and how to validate their parking, onboarding and initial training procedures allows them to settle into the company’s rhythm and focus on what matters most: their work.

While the specifics of your onboarding duties may vary, make sure your employees know what’s expected of them, why they do what they do, and how to comply with the proper OSHA guidelines to ensure their safety—whether they’re hourly, C-suite, or somewhere in between. Those guidelines are equally valuable for both in-office and remote workers.

The recruitment process is only the first part of putting together a solid team. You may have discovered the ideal candidate for the position, but if you don’t adequately train them and involve them in their work from the start, you’ll lose them to a competitor in no time.

 

 

Photo by Anna Shvets from Pexels

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JBoitnott.com staff

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