Integrating new employees
Did you find some great new people to add to your team? Those first hours with a new employee can set the tone for your entire working relationship, so read on for some tips on making the most of them. Time invested at this beginning point might not seem like a big deal to you, but can mean the world to a tentative new employee.
Many company owners and upper management have been at their company for many years or even started their own company. It can be easy over the years to forget the “new job jitters.” Here are few thoughts from a new employee to help supervisors make the transition go smoothly.
I think the most critical piece of advice would be, “Don’t overwhelm new employees with meeting everyone all at once.” It can be difficult to process names and positions all in the first day, when everything from the location of the facilities and parking to the technology might be new. If you’re a small company with a handful of employees, meeting everyone might be possible, but anything over 7-10 people could be too much to remember, especially if all of those people are wearing masks.
Additionally, instead of having meetings with other employees, have them shadow your existing staff. This will help create their own bonds, allow them to learn your company from many perspectives and understand the nuances and company culture.
Make the paperwork seem less important than the new employee. The easiest place for a company to start with a new employee is to overwhelm (and bore) them with the paperwork. While the forms and handbooks are important, taking some time getting to know the employee and getting them acquainted with the position will make them feel like you see them as a person, not as a number.
Give them an idea about the rules you’re strict with and the ones you’re flexible on. Communicating the nuances of a company culture can be difficult to do in a handbook. Giving verbal examples, such as, “lunch is at noon and it is important for you to go on time” or “lunch is usually around noon, but if you’re caught up in a project, you can be flexible with your time” helps a new hire to understand your expectations of their behavior. Most new hires are eager to fit in and providing as much communication with them will help them quickly assimilate to your company.
Remember that in our cyclical industry, a new employee might feel new for a whole year. Continue to be patient with their inquiries and think of them as new until they have seen how the seasonality affects their job.
Spending some extra time with a new employee can help improve your turnover rate, which helps with your bottom line. A recent survey from BambooHR showed that as many as 31% of new employees leave in the first six months, citing the top reasons being poor onboarding experiences, a lack of clarity surrounding job duties and expectations, or a less than stellar boss.* Since interviewing, hiring and onboarding new employees can be costly and time consuming, improving on a new employee’s starting experience is an investment in your company and its future.
* https://blog.bonus.ly/10-surprising-employee-retention-statistics-you-need-to-know
