They’ve got the kit, but are they part of the team yet?
Your new employee now wears your company kit, but don’t assume they know how to play for the team.
Day one and your new employee is at their desk (remote or otherwise) and raring to go. However, before you put their file in the completed box and move on to the next hire, take a moment to assess if you have given them the tools to understand how to be a team player in their new environment.
It’s easy to assume that just because someone has researched your company and demonstrated all the right skills throughout the interview process, that they are able to hit the ground running in a new environment. And there’s no guarantee that they will automatically ask for help. They may see that as a potential failing on their part, and will want instead to impress and prove that hiring the was the correct decision.
So it is up to you, as their new employer, to give them the ability to do their job, and also the open environment within which to ask for help if they need it. It’s not rocket science (unless your company builds rockets of course!), and here are a few tips to set them on the right path to success in their new job;
- Don’t just tell them how your product or service works: show them. If it’s a product, then make sure they have time to play around with it, demonstrate what it can do, show the benefits not just the features, and let your employee experience it from a customer perspective.
- Open the right doors for them so they know who to network with. Introduce them to the key internal people who make that product or service happen. If it’s a service, who are the stakeholders who hold the intellectual capital and who carry the most influence? Set up meetings so the new employee can talk first-hand to them and build a working relationship from the start. Initiate those two-way dialogues and take away any barriers that would stop your new employee from having the best chance to get all the first-hand information they need to make their role a success.
- IT and systems training are key of course, but don’t just then expect them to pick it up at pace, allow them to shadow others who can show them the shortcuts and quirks that you may take for granted but that they don’t know exist yet. Give them the bigger commercial picture of why things are done a certain way, and what that leads to and who is involved.
- Constantly ask them how they are settling in on a professional but also personal basis. Is there anything that they are unsure about – no matter how silly it may seem – or is there anything in their world outside of work that they may need to share or take time to deal with. Knowing your complete employee is the way to spot any signs that things could be off track, or when extra support would be good.
Embedding a new employee successfully is so much more than just giving them a laptop and a training manual. Take the time to do it thoroughly and holistically from the start, and you will give yourself – and the employee – the best chance of early and continuing success.