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We want to make sure that your new employee understands exactly what is expected. Take the opportunity during this time to set future meetings to discuss the employee's growth and development. Spending time with your team member at the onset of their employment will not only begin to build the foundation of trust, it will also allow you to work with your team member directly and maintain open communication throughout the learning process.
work with every office or every personality, but really getting to know the candidate and thinking outside of the box will go a long way. Keep the celebration going after work! Your new employee is probably going to go home and celebrate their new job with their loved ones. How great would it be if you treated them and their family out to dinner when they got home? We can ask them what restaurants they like during the interview, and then pick up a gift card to their favorite place to them on their first day. This easy gesture will really go far and shows the employee that we not only care about them as an employee, but we care about them as a person and those they love! Set expectations and goals early! Wardell speaks of the importance of setting those expectations early. “Uncertainty about job expectations and performance goals is a new hire’s worst enemy, which is why steps like establishing a relationship between new employees and direct managers are crucial to a new employee’s success. According to LinkedIn’s survey, understanding performance goals was the second most important aspect of onboarding. Setting goals and communicating them at the outset allows new hires to evaluate their own progress during their first few months. A formal performance review will
help keep new employees on target and allow for any course correction early on. “It’s also important you listen to your new hire’s understanding of the goals and expectations. Maintaining communication will encourage even the most timid of new hires to voice honest feedback about what is or isn’t working for them – and may point out problems in your organization you didn’t know were there. SHRM (The Society for Human Resource Management) reports that 38% of employees felt that when leaders dismiss their ideas without entertaining them, they tend to lack initiative. Don’t underestimate or waste a fresh perspective by discouraging open communication and feedback.” We want to make sure that your new employee understands exactly what is expected. Take the opportunity during this time to set future meetings to discuss the employee's growth and development. Spending time with your team member at the onset of their employment will not only begin to build the foundation of trust, it will also allow you to work with your team member directly and maintain open communication throughout the learning process. Double down on company culture, values and principles! According to Smart Recruiters, 81% of new hires fail due to lack of cultural fit. So, at the
onset of the employment, it is a best practice to make sure that we are including the new employee in activities that support your company culture. Do you get to wear something special on Fridays? Well, make sure they know in advance so they do not feel left out. Cultural fits definitely impact the employee experience and employee engagement. Setting them up for success in this area sooner rather than later can yield extremely positive results. Spending time focusing on onboarding as part of the employee experience can set the trajectory of your new team member’s career. This one day can mean the difference between your new team member wondering why they didn’t find you sooner or regretting that they left their last place of employment. So, spending a few moments planning how to really make this experience exceptional will go a long way in the long run. Mollie Witt, CAM, CAPS, is an employee experience manager for Venterra Realty. Mollie has been with Venterra Realty for almost 12 years, where she started onsite before working her way up as a trainer. Mollie is in the process of obtaining a bachelor’s degree from the University of Houston in human resources management and personnel administration.
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ABODE
November 2021
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