Every time a company hires a new employee, they are taking risks because the business either ends up with an excellent employee or a poor performer. You can minimize these risks by following the three tips below.
Start Out with a Tour
New employees may work in a company for weeks before they learn where the break room and supervisor’s office are located. Instead of starting out new employee orientation with a long PowerPoint presentation, considering giving new employees a tour. This will quickly familiarize and acculturate new employees to the company.
Establish a standard list of places and people to visit that is documented in the new employee orientation packet. Be sure to introduce new employees to key contacts, such as accountants, safety supervisors, and benefit administrators. While a tour may seem trivial for office employees, it is absolutely essential for employees who work in manual labor or production environments. The tour will identify the locations of things like emergency exits, fire extinguishers, first aid kits, and eye wash stations.
Focus on the Company’s Mission and Specific Job
New employee orientation usually over focuses on HR policies, while ignoring work duties and the vision of the company. New hires need to be trained on specific methods and knowledge that are required to safely perform their duties. Almost all companies that employ manual laborers expect supervisors to review safety and quality guidelines during new employee orientation.
Take advantage of this time to train new employees on the company’s values, goals, and mission. New hires will leverage this knowledge to better understand their individual role within the company. Companies that emphasize the importance of objectives, such as production goals, will have employees who function better and faster.
Substitute Work for Training
New hires are often expected to learn by silently observing without participating. Instead, assign new hires to work with experienced employees who can provide support and mentorship. Not only will the new hires learn more, but they will feel more confident and productive. For example, a new legal assistant could be assigned to perform basic data entry tasks. This will help them learn about clients, business processes, and the legal case management software.
When it comes to new hire training, be sure to implement long-term training plans with all employees. New hires who are given a clear career direction with proper incentives, such as cross-training for advancement, will push employees to work harder and better. Employees who are hired through a staffing agency, such as an employment law firm, may already have existing training plans in place.
Make sure you and the new hire are aware of any contracts you have in place as well. They might be an unpaid intern, only temping for a year, or hired temporarily. Make sure you are both on the same page as far as contracts are concerned so you don’t have to go over a wage dispute or another legal case.
Finally, be sure to focus on optimizing employees’ talents and strengths through encouraging supervisors to get to know their subordinates. Training new hires is a time to showcase everyone’s strengths and to pull together as a team.