When it comes to onboarding, you want new employees to hit the ground running, right? To make that possible, you need to do your part. Here are four tips to get a new employee up to speed quickly.
The first day on the job, your new hire should review your employee handbook, which clearly sets out your business’s expectations, rules and requirements. For example, your handbook should state work hours, break times, how discipline is handled and how time off, sick days and vacation time is handled. You can speed things up by creating a PDF of your employee handbook that you make available online or email to your new hire before his or her start date so the person can review it at leisure. On the employee’s first day, answer any questions he or she has. Then get a signature stating the person has read and understood the employee handbook.
Create a Probationary Period
It’s common for businesses to have a 60- or 90-day probationary period for new employees to make sure they live up to expectations. During this period you should monitor the person more closely than you would a seasoned employee. At first, it’s a good idea to spend at least 15 minutes a day with the new employee to answer any questions and make sure he or she understands the job duties. You can also “shadow” the person, by listening in while the new employee handles a customer service call or accompanying a new salesperson on a presentation. If you’re not the person’s direct supervisor, the supervisor should take this role, but even so, you as the business owner should monitor the person at least once a week during probation.
You may have a goal for a customer service employee to handle a certain number of calls an hour or for a salesperson to reach a set quota. If the new employee is doing well, you can gradually ease up on your monitoring after a month. However, if he or she is still struggling with the job, take time to assess what’s wrong by discussing performance with his or her supervisor, co-workers and the employee to see where more training is needed.
Set a “Buddy” in the Company
This can help him or her not only learn faster, but also settle into your company culture. The buddy could be a co-worker in a related position or someone more experienced in the same position. Whoever you choose should have experience in what the new employee is learning so they can offer advice and support.
By getting your new employee off to a good start, you’ll ensure they’re more productive more quickly.
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